We believe the most inclusive and diverse culture makes for a better business and a better world. Our commitment starts with our people and our aim is to ensure that all our people thrive, by shaping market-leading policies and practices.
We know that the best performing businesses prioritise inclusion and diversity and we believe it is crucial to create a culture with inclusion and diversity at its heart. Our commitment starts with our people and our aim is to ensure that all our people around the world thrive, by shaping market-leading policies and practices.
For our business to thrive and for Diageo to realise its ambition, we depend on recruiting, retaining and developing diverse talent with a range of backgrounds, skills and capabilities in each of the 180 countries in which we operate. Diversity of thought and experience fuels growth and innovation in our organisation and brings us closer to our consumer base. We view diversity in the broadest possible sense, including gender, ethnicity, age, sexuality, social class, education, experience, ways of thinking and more.
We celebrate diversity everywhere and support a variety of employee groups throughout the world. These range from our women's network Spirited Women, to our Asian and African heritage groups, our Race, Ethnicity and Cultural Heritage group REACH, our LGBT+ Rainbow networks and our INC group which runs a yearly inclusivity week. We believe everyone has a vital contribution to make to our story and we want all our people to feel part of it.
At the core of our business strategy is our commitment to enable employees to ‘be the best they can be’. From the moment they join Diageo, we want employees to feel engaged: passionate about our strategy, connected to our values, and motivated to achieve their potential. We support our employees through clear policies, competitive reward programmes, coaching and development opportunities and health and wellbeing initiatives.
In empowering our people, we are taking action in five key areas:
Everyone has the right to expect their basic human identity and dignity to be fully respected in the workplace. We have outlined our approach in our policies and guidelines, including our Human Rights Policy and Modern Slavery Statement, and we will continue to demonstrate our commitment through our actions.
Health, safety and wellbeing
Creating the conditions for our people to succeed starts with the right to be respected which includes an expectation of safety in the workplace.
Inclusion and diversity
A diverse workforce is essential to our success as a multi-national, multi-cultural business. Our aim is to foster a culture that provides opportunities for all and celebrates cultural and individual diversity.
Our commitment to championing inclusion and diversity is articulated in our Human Rights Policy, and we measure our employees’ opinions of Diageo as a diverse workplace in our annual Your Voice Survey.
We are committed to diversity in our boardroom and among our employees. We are proud to be ranked 1st globally for gender equality by Equileap. This year, 39% of leadership roles were held by women. At the most senior level, 55% of our Board members and 38% of our Executive Committee members are women.
Our aim is to foster a culture that provides opportunities for all and celebrates cultural and individual diversity. Where possible, we encourage a flexible approach to working and emphasise the importance of treating individuals justly and in a non-discriminatory manner throughout the employment relationship, including recruitment, compensation, training, promotion and transfers.
We support employee resource groups as part of our diversity and inclusion strategy, such as AHEAD (African Heritage Employees at Diageo) and Conectados (Diageo employees championing Latin culture) in the United States, REACH (Race, Ethnicity and Cultural Heritage) in the United Kingdom and the many chapters internationally of our Spirited Women and Rainbow Networks.
We also support this theme through our external-facing programmes, increasingly, through the work of our brands connecting to consumers. Iconic brands including Guinness and Smirnoff active promoted inclusivity and equality in their advertising.
Diageo was the first alcohol beverage company to sign up to the Women's Empowerment Principles, a joint initiative between the UN Women and the UN Global Compact and we continue to be proud signatories.
In line with UK government regulation, Diageo publishes gender pay gap data for all employees in Diageo legal entities in Great Britain. To view our gender pay gap report click below.
Skills development, training and entrepreneurship
We want our people to feel excited and engaged about working with us. We are committed to investing in our people’s success, for their benefit and for that of our business.
We strongly believe that skills development and training are vital to business growth as well as making Diageo a great place to work and somewhere our people feel empowered to be their best. We offer a range of learning initiatives designed to ensure our people have the support they need to develop. These include the Diageo Academy, our global online e-learning and development resource, which emphasises functional learning and allows the vast majority of our employees to access training material in their native language.
Across the company we have introduced a consistent talent management approach based on transparent principles and a simple process. As part of this this we complete talent reviews locally each year where we seek to provide rich development feedback and career advice to every employee. The reviews bring to life our talent principles, reinforcing the idea that talent resides in every employee and potential is not something restricted to the few.
Partners for growth
Partners for growth (P4G) is our standard performance management and development framework and is used to set objectives and assess performance for employees. All P4G performance ratings are calibrated against relevant peer groups.
P4G is our holistic approach to performance management with the core components being “Know Me, Focus Me, Value Me”. Open and honest coaching and development conversations between employees and managers that focus on employees’ aspirations and growth, both in and out of the workplace, are central to P4G.
This approach is based on our belief that holistic partnerships are more likely to release people’s full potential, driving both personal and business growth. P4G also involves an annual performance and career development review that includes personal objectives linked to overall company strategy.