Nestle

Prague

About the company

Female Empowerment

From putting more women into top positions in our workplace to economically empowering those along our supply chain, we are helping more women join a global wave of change.

Internally, we are building a more diverse company, through our Gender Acceleration Plan. Launched in 2019, the plan aims to increase the proportion of women in our top 200 senior executive positions to 30% by 2022.

We have strengthened several of our policies and associated training programs to create truly inclusive workspaces, including our best practice parental leave policy and our robust training to prevent sexual harassment. We were recognized by the Bloomberg Equality Index for the second time for advancing the gender balance in our workplace and our transparent reporting.

Externally, we are working to change the economic outlook for women along our supply chain, including through initiatives that help women in agricultural communities diversify their incomes.

Currently, 45% of Nestle managers are women.

Adapting to e new world

The COVID-19 pandemic completely transformed the requirements for safeguarding our employees. Since the start of the pandemic, we have encouraged remote working as much as possible. We have also given parents the flexibility to manage their family responsibilities alongside their professional obligations.

We have taken additional safety measures in our offices, factories and distribution centers, and asked employees not to travel internationally for business purposes. We have gone beyond the basic expectations to make working in our premises safe by offering additional support through testing campaigns, flu vaccination campaigns and other measures wherever feasible and applicable.

For essential staff who continue to work throughout lockdowns in factories and distribution centers, we offer free meals and transport. And for those who do contract the virus, we have put in place generous sick leave arrangements. We have also provided financial support for employees affected by temporary stoppages during the pandemic.

Throughout the pandemic, we have used #HealthyLives to build personal health awareness among employees. We have provided and promoted holistic health education content that covers physical activity, sleep, mental health and nutrition. Additionally, the focus on the mental health and well-being of employees was strengthened through customized communication and webinars offered to employees globally through different internal channels and platforms.

Youth Empowerment

Millions of people around the world are unemployed – and many of them are young. We are providing the training and resources young people need to improve their employability and nurture their entrepreneurial talent.

The challenges facing today’s youth as they make their way in life are steep. We are stepping up to offer a helping hand, giving them a better chance of success. In 2013, we created Nestlé needs YOUth to help 10 million young people access economic opportunities by 2030. Since 2014, we have established over 300 private sector partnerships through the initiative, focused on developing the skills and resources young people need to enter the workplace or start their own businesses.

In 2019, we co-founded the Global Alliance for Youth with 20 multinational companies among its members. While the initiative's initial commitment was to help 6 million young people improve their employability and skills, the Alliance exceeded all expectations, supporting over 10 million young people to date. In light of these achievements, the Alliance has revised its commitment, with a new aim to support 15 million young people by 2022.

Despite the impact of COVID-19, in 2020 we hired more than 8500 interns, apprentices and trainees.

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Perks and Benefits

Diversity and Inclusion strategy

Diversity & inclusion is our everyday reality. We respect and encourage uniqueness and potential regardless of your race, gender, culture, sexual orientation or disability.

We recruit people who respect our values, we provide equal opportunities for all, and we protect everyone's privacy. We do not tolerate any form of harassment or discrimination. Our aim is to create workplaces where everyone feels included and able to bring their whole selves to work. This commitment starts at recruitment and continues to the end of the working relationship. Each of our markets has a diversity & inclusion action plan designed to provide equal opportunities for everyone to contribute, grow and and feel valued.

Benefits

Competitive salary and benefits package

Location-specific opportunities

International mobility

Employee health program

Employee counceling and support

Parental leave