Increase equity in employee experience. To create a workplace that truly celebrates diversity, is inclusive to all, and provides equitable opportunities, it is critical to de-bias our policies and processes. In 2021, our P&C team worked to develop and communicate tools to create awareness and guide leaders to ensure their practices are free of biases.  

Prepare leaders, People and Culture Business Partners and employees to be aware of their unconscious biases and how they can affect our people management processes when we aim to provide everyone with equal access to opportunity.

Guidance was provided through a discussion about de-biasing our organizational design to improve and enhance DE&I within our functions and local geographies. We worked with leaders to identify how can we promote a DE&I, provided education on the importance of diversity in our company, and presented tips to de-bias our organizational design process. We identified actions to be taken across the entire employee experience including attracting, recruiting, and onboarding talent, capability building, employee engagement, and workforce and succession planning.  

We created a Diversity & Inclusion Recruitment Playbook that would provide practical steps to de-bias our hiring process, including education on unconscious biases and how they may exist in recruitment, de-biasing job advertisement, the assessment and screening process, and interviews. We also implemented an onboarding system that allows us to make a more equitable experience for all employees when they are entering the company

 We provided guidance for the Performance Connection Cycle, O-I’s performance management process, which included de-bias tips, because we recognize each phase of performance management is susceptible to various forms of biases. Throughout the guide, we will identify some of the inherent biases that may impact leaders and employees at each step and explore strategies for de-biasing the process. De-bias tips were also developed for talent review, our performance evaluation process. Reviewers were guided to understand and identify their own biases. They were encouraged to take the unconscious bias course available through O-I University to increase their awareness. We provided information on specific biases that could occur during the review process and steps to take before, during, and at the end of the talent review to avoid these biases.

Create support for our DE&I Policy, our DE&I Value and our commitment to become reality in practice, not only through intentional actions, but also by changing the mindsets and culture with reviewed processes and symbols so that our evolution is sustainable and progressive over time. As a result, we see increased diversity reflected in senior leadership, functions and operations leadership, more diverse hiring talent and a more diverse talent maps and successor plans. We also measure advancements through our global engagement survey, which demonstrates consistent improvements year over year.