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Unlock the full potential of our people
Building a bright future
Unleash our diverse talent
Strengthening our winning culture
Talent and leadership development
Introduction
Sustainability
Review
Other
Information
Financial
Statements
Report
of the
Supervisory
Board
Report
of the
Executive
Board
While we move down the path of our EverGreen
journey, we continue to evolve our culture. Our
behaviours continue to be embedded deeper into
our key people processes. For instance, we have
enhanced our performance management process by
placing a balanced emphasis on the ‘what’ and the
‘how’ to reinforce the importance of our HEINEKEN
behaviours. They also have become our guide in
hiring new colleagues and our language in providing
feedback and showing appreciation for each
other’s contributions.
We continue to record great results with our climate
survey, outperforming on several dimensions above
the external norms. This also reflects our winning
culture, with 91% of our employees expressing pride
in working with HEINEKEN in 2023.
Our people and our brands are our greatest assets. In
2023, we continued to focus on talent management
as one of the strategic capabilities in our EverGreen
strategy by building leadership competence with a
strong focus on proactive talent identification,
development and retention, from early/mid-careers to
functional leadership and general management levels.
The journey to embed our potential model within our
Talent Review processes is well underway, with sharper
focus on career and development conversations
facilitated by people managers. In addition, we have
provided senior leaders with clarity on the mindsets
and shifts required to enable talent acceleration via
clearly defined critical experiences and career
accelerator assignments, to ensure a strong pipeline
of future leaders for our business.
We have also extended our assessment and
development centre offerings to management
team and senior management roles for a globally
standardised and objective talent evaluation process.
This year we launched Thrive, our leadership
development programme dedicated to our top 160
leaders. Thrive is an 18-month development journey
designed to support our leaders in unlocking their true
potential while defining and amplifying our collective
leadership identity and impact. The programme will
help our leaders to perform while we transform the
business, scaling up early successes and new
capabilities so we are ready for the future.
Our Heineken International Management Course
(HIMAC) for our senior managers and the
ACCELERATE leadership programmes continue,
targeted at our next generation of leaders currently at
the middle management level, also supporting our
talent and succession pipeline while delivering
personal and professional transformative experiences
for participants. As female diversity is a key imperative
for us, the Women's Interactive Network (WIN) caters
to our female top talent globally, ensuring that they
develop the much-needed competencies to advance
their careers.
Inclusion starts with courageous leadership. By the
close of 2023, we successfully trained 99.8% of our
people managers globally in inclusive leadership,
promoting a culture of growth, learning and
belonging. Our operating companies further
advanced inclusivity by establishing Diversity,
Equity and Inclusion (DEI) Councils. By year-end,
75% of our operating companies had created
these councils to drive our ambitions.
In 2023, we continued to shape an inclusive and
equitable environment to unlock the full potential of
our diverse people. Our focus remained on three core
pillars: fostering courageous leadership, promoting an
inclusive culture, and creating equal opportunities.
In 2023, leadership development remains a top
priority as we continue our EverGreen 2025 journey.
Our more than 100 DEI Ambassadors played a pivotal
role in creating an inclusive atmosphere across our
operating companies and functions, conducting over
190 listening and dialogue sessions. These sessions
empowered individuals to share their experiences of
inclusion, informing actionable improvements. We
initiated global campaigns and engagement sessions,
including Q&A sessions with senior leaders, and
launched an Allyship Playbook to enhance our
colleagues' ability to create a safe environment.
In our commitment to equitable practices at every
stage of the employee lifecycle, we have embedded
DEI principles in core processes. This ranged from
creating inclusive hiring guidelines to implementing
and analysing exit interviews.
We remain steadfast in our goal to improve gender
balance within senior management, aiming for
30% women by 2025 and 40% by 2030.
of our senior managers were
women in 2023
Initiatives like WIN (Women’s Interactive Network)
and Women in Sales continued to level the playing
field for women in leadership at HEINEKEN.
This year, we established a new Women in Supply
Chain network to promote engagement, community
building and career progression within this function.
Multiple employee resource groups, including
HOP (Heineken Open and Proud) and Women
and Allies, continued to thrive across functions
and operating companies.
Cultural diversity remains a cornerstone of our
operating companies, with programmes like Unleash
in AMEE and BOOST in Asia Pacific. By the end of
2023, three out of four regions had achieved the goal
of having 65% regional nationals in country leadership
teams, underscoring our commitment to this
important topic for HEINEKEN.
Heineken
N.V.
Annual
Report
2023
Our annual Climate Survey took place in September
this year with the purpose to better understand how
our colleagues experience working for HEINEKEN.
More than 79,000 employees from 81 operating
companies shared feedback - a 93% response rate
(92% in 2022).
