Making Unilever a Top Destination for Women
To become a gender balanced organization in North America by 2017.
We focus on three areas to drive action:
Established a Diversity and Inclusion Board co-chaired by President and VP of HR and including leader. Approve and track targets for Women and PoC; approve annual strategic D&I plan. Mandates functional leadership teams to set & track targets for Women and PoC.
HR Leadership Team ensures tracking and measuring of diverse recruiting slates; partners with key organizations to source and develop diverse talent; nominating female talent for internal and external leadership development opportunities; implements new policies and programs to support female talent and drive cultural change (including 16 weeks maternity leave + 3 weeks vacation; full coverage of IVF, egg and embryo freezing; same sex benefits and gender affirmation surgery; 8 weeks parental leave; ability to work agile and offering of job share programs; back-up day care services.)
GALvanize (our women’s business network) is a catalyst transforming our culture. GALvanize champions for policy change, including upgraded lactation rooms and partnering with Milk Stork for shipping of breast milk. GALvanize provides career development and support across all of our sites, via mentoring circles, breakfast speaker series, and development sessions (i.e. How to Find a Mentor; How to Get on a Board.) Men as Allies is an employee resource group started as a venue for men to get involved and to be educated on their role as being allies for women.
Unilever is now gender balanced in North America at manager level and above. 39% of our directors and 33% of our US Board are female leaders.
When I joined Unilever North America as President in 2011, our organization was already on the journey towards gender balance. We knew it was the right ambition, both for our employees and the consumers we serve — but there was much more to be done,” said Kees Kruythoff, President, Unilever North America. “We set ambitious targets, put an inspired training program in place and made steady, continuous progress. I am proud to announce that we recently reached our stated goal of being a 50/50 gender balanced organization.
By signing the CEO Action for Diversity and Inclusion pledge, we are publicly signaling our unequivocal support to the open exchange of ideas to drive this critical issue wider and deeper and look forward to working in partnership with our employees and fellow signatories to amplify the moral and business case for diversity and inclusion in the workplace.