147
Sustainability Review (continued)
Inclusion and diversity
Report of the
Report of the
Financial
Sustainability
Other
Introduction
Executive Board
Supervisory Board
Statements
Review
Information
Heineken N.V. Annual Report 2017
Action plan
We have developed a Human Rights
programme, which includes the following
actions for 2018-2020:
- Building internal understanding-through
training and communication-about how
respecting Human Rights is relevant to our
business, and what it means for our daily
work. We need to bring that understanding
to many colleagues, from global functions to
our operating companies;
- Updatethe HEINEKEN Human Rights policy
and strengthen compliance through the
Code of Business Conduct framework;
- Leveraging our Supplier Code process to
help better manage Human Rights risks with
suppliers, and also look at ways to assess and
manage our risks beyond first tier suppliers;
- Focusing our efforts on our identified salient
Human Rights risks and on relatively high
risk operating companies with support
for risk assessment, action planning
and implementation.
At the same time we will continuously review
and assess all Human Rights related risks of our
business activities.
We will continue our risk assessment with the
expert support of Shift by organising Human
Rights workshops in 10 more markets across
all regions in 2018-2020. These workshops
will focus on practical and impactful action
planning to address identified Human
Rights risks.
Based on input from stakeholder roundtables
with NGOs and academic experts, we set up
an internal cross-functional platform gathering
HEINEKEN experts for the Africa and Middle
East Region addressing Human Rights related
issues relevant forthe region. We also started
to develop operational guidance, with support
from Shift, on how to conduct business and
operate in challenging social, political, and
economic contexts.
As the most international brewer, it isthe
diversity of our workforce that sets us apart.
Cultural diversity remains our strong point.
In 2017, we had 64 different nationalities
amongst our senior managers (2016:53).
Female representation at senior levels grew
to 19% (2016:17%). However, we know that
we need to do more to increase our gender
diversity. To leverage the true potential of our
diversity, we need to provide an inclusive work
environment within which every employee has
equal opportunity to contribute and develop.
This requires inclusive leaders who develop the
business, their teams and themselves.
In 2017, we rolled out a renewed guide to
Leadership Expectations and a new Inclusion
and Diversity action plan to help us better
leverage our global talent pool. We focus our
efforts on four areas:
1 Building inclusive leadership capability
to create awareness and understanding
of what being an inclusive leader means
at HEINEKEN;
2 Developing a global ambassador
community to support and engage people
in our overall inclusion and diversity agenda;
3 Developing a female mentoring
programme that supports women in their
personal development journey across
the organisation;
4 Embedding inclusion and diversity principles
throughout our people processes, including
external recruitment, promotions and
working practices.
Representation by gender
in (2017)
Male
Female
Supervisory Board
70
30
Executive Board
50
50
Executive Team
80
20
Senior Management
81
19
Nigeria: Human Rights Workshop
A workshop with Nigerian Breweries
and Shift aimed to build a better
understanding of human rights issues.
