Gender Balance and Inclusion

Our commitment: Enhance Gender Balance in Our Workforce and Empower Women Across the Entire Value Chain


By 2017 – Implement the new Parent Support Policy in the U.S., effective January 1, 2016, offering up to 14 weeks of paid leave for primary caregivers of newborns, with the option of extending unpaid leave up to six months.

Gender Balance

At Nestlé, we recognize that our employees are a key source of our company’s competitive advantage, and our goal is to elevate Nestlé as the premier choice for top diverse talent in the U.S. Our diversity and inclusion initiatives are helping us build a stronger and smarter workforce in the U.S., strengthening our position as an organization committed to balance, equality, and fairness.

Enhancing gender balance in our workforce is one of Nestlé’s core societal commitments. We believe our employee Parent Support Policy plays an important role in helping parents achieve a work-life balance. Beginning January 2016, the policy offers 14 weeks of paid leave for primary caregivers of newborns with the option of extending unpaid leave up to six months. The policy applies to male employees, same-sex couples, and adoptive parents. In the policy’s first 12 months in effect, 585 employees took paid parental leave, and the average length of leave was 13 weeks. In 2016, Nestlé also became a founding partner of the Working Parent Support Coalition, a group of leading businesses implementing progressive policies to improve workplace wellness for new parents and their kids.

Sharing that paid leave is “linked to the DNA of our company,” Nestlé global CEO Paul Bulcke was the keynote speaker at a 2016 U.S. Department of Labor corporate leadership event that addressed the business case for paid leave policies. Nestlé USA head of benefits Jacquie Folk was also a featured speaker at the event, advocating paid parental leave as helping moms and dads be the best they can be at home and at work. The federal agency featured Nestlé and four other companies in a featured blog called Five Companies Lead on Leave.

In December 2016, we joined with 40 private-sector companies to sign the White House Equal Pay Pledge, announced at the 4th annual Women Rule Summit, pledging to close the national gender pay gap. In signing the pledge, companies reaffirmed their belief that business must play a critical role in reducing the national pay gap between men and women, and committed to additional steps to assure gender fairness and equal pay efforts enterprise-wide. Nestlé has committed to continue investment in programs including support for dual-career spouses and for the Network of Executive Women Leadership Summit. We continue to find opportunities to publically celebrate the accomplishments of our women executives and encourage employee participation in our Parent Support Policy.

Healthy Workplaces and Healthier Employees

Enhancing quality of life and contributing to a healthier future starts with safeguarding the health of our people. Nestlé provides access to robust healthcare benefits and a comprehensive package of health and wellness resources to assist employees in managing all aspects of their physical, mental, and financial well-being.

At the heart of these programs are five full-time Wellness Specialists supported by a team of more than 100 Wellness Site Champions in locations with greater than 50 employees. In 2016, Nestlé increased our on-site wellness activities by 15%, hosting more than 1,000 events nationwide. Nestlé also introduced five worksite Health Coaches to support our national telephonic health coaching program. Survey results show 100% satisfaction measured by participants’ ability to make desired changes to achieve their personal health goals.

The Know Your Numbers campaign, an incentive program designed to help employees learn about their current health status, continues to grow with more than 61% participation nationwide. In addition, 1 in 4 employees participated in well-being missions targeted at developing healthier habits around nutrition, sleep, physical activity, and mindfulness. Participation in our national walking challenge, Race for the Goodlife 2.0, increased from 2015 with more than 7,000 employees logging more than 1.8 billion steps, an increase of 22 million steps over last year.

Finally, to further support our employees having healthy pregnancies and babies, in 2016 we doubled our medical plan’s infertility benefits from $10,000 to $25,000 and implemented the Reproductive Resource Services with United HealthCare.

Supporting Inclusivity

Supporting inclusivity continues to be a priority for Nestlé in the United States. Nestlé USA and Nestlé Purina, scoring 90/100 and 100/100, respectively, are proud to be a part of top U.S. businesses embracing inclusive policies for LGBT workers, as highlighted in the 2017 Corporate Equality Index (CEI) report. Announced in December 2016, the 2017 CEI is a national benchmarking survey and report on corporate policies and practices regarding LGBT workplace equality, was administered by the Human Rights Campaign Foundation. The 2017 CEI rated a total of 1,043 businesses in the report, which evaluates LGBT-related policies and practices including non-discrimination workplace protections, domestic partner benefits, transgender-inclusive healthcare benefits, competency programs, and public engagement with the LGBT community.