DE&I Global Community

Challenge

Increase diversity, inclusion and equity in collaboration, co-creation, planning and execution of the global DE&I strategy.

Actions

In 2021, a Global Community that meets monthly was developed to exchange ideas and stay informed of our global strategy. The community engages with the Executive DE&I Council and has representatives from each country where we operate, as well as members of our ERGs. The meetings allow our corporate DE&I leaders to take the pulse of our people and gain insight into our DE&I culture. The objective is to bring together the diverse voices of different cultures and each of the 20 countries where we operate, as well as minority voices. The Community exchanges learning of good practices to ensure that our strategy and actions are collaborative and aligned.

The community was formed by having the P&C Country Group Directors nominate individuals from their geographies. Each country in which O-I operates is represented, including those where O-I is part of joint

ventures. The first meeting brought together 18 ambassadors from all country groups. 21 P&C Country Group leaders and the P&C Business Partners also attended to be better prepared to support SLC leaders. Now the community has 40 cross-functional members from each of our countries and all seven of our current ERGs. Since its creation, additional individuals have expressed their interest in becoming involved in our DE&I movement or their desire to learn more and have joined the community.

The Global Community acts as a communicator and advocate in local geographies by providing opportunities to share not only our corporate-level strategy, metrics, and roadmap but also local best practices. Members can generate local content and practices based on local needs. The group works to collaborate on how to move the DE&I strategy forward.

Outcomes

Clear visibility on challenges and metrics per country. Creation of two global campaigns that came from colleagues in France and Switzerland to talk about Cultural Heritage and Diversity, one sharing monuments, personalities and symbols of culture and the other with the participation of employees' children sharing their vision on DE&I and how much we have to learn from new generations. Greater assertiveness in global and local actions, engaging 100% of the company without disrespecting local culture. Greater reach and recognition of minority groups when sharing their themes with global teams. Greater appropriation and preparation of HR functions that design the employee experience, leadership and Business Partners of leaders in their countries to influence and define local plans and actions. Sinergy between ERGs in US, Brazil and Indonesia. New pacts and local alliances in Brazil and Italy launch of the DE&I program and initiatives in new countries like Andean countries (Colombia, Peru, Bolivia, Ecuador) and new ERGs being designed.

Contact

Kate Murawa

Was this action helpful?
Yes
No