Nestlé India's Gender inclusive culture: Increases maternity leave for ​women employees​

Nestlé India
Highlights

Ensuring improved diversity and better work environment for women, Nestlé India has introduced new initiatives under three broad categories. First, it has revised the maternity policy, second the company has made critical interventions for women in the field force and third it has re-looked at the entire recruitment process for better representation, across levels, for new hiring.

NESTLÉ HOUSE: Ensuring improved diversity and better work environment for women, Nestlé India has introduced new initiatives under three broad categories. First, it has revised the maternity policy, second the company has made critical interventions for women in the field force and third it has re-looked at the entire recruitment process for better representation, across levels, for new hiring.

Speaking in favour of these revisions, Mr. Suresh Narayanan, Chairman and Managing Director, Nestlé India, said, “One of the key socio - economic opportunities of the 21st century is the increasing role, involvement and contribution of women to the fabric of economic progress that is transforming the world. Indeed the recruitment, nurturing and successful utilisation of women in the workforce is the edifice on which economic success and sustainability of businesses is predicated. At Nestlé, we have a very strong belief and commitment to increasing diversity in our business operations, factories, R&D centres and offices which is articulated in ‘Project Harmony’. We seek to strengthen our company through wholehearted commitment to, and practice of, managing diversity.”

Mr. Narayanan added, “The increasing ambition to seek diversity means that Nestlé is constantly reviewing workplace facilities, enabling measures and pro-active sensitivities to the needs of our women colleagues, as they traverse different stages of their lives. Recruitment of increasing number of women, nurturing talent and retention programs as well as the revised Maternity Policy, all seek to provide nuance, sensitivity and a favourable work environment to women colleagues who choose to be mothers some day.”

Several policy revisions have been made recently for ensuring continuity of service in favour of women workforce:

  • Nestlé India has extended its maternity leave policy to six months effective 1st February 2016.
  • Adoption Leave for 6 weeks with full pay & benefits for all permanent women employees.
  • Paternity Policy introduced with leave of 5 working days with full pay & benefits has been extended to all permanent male employees including blue collar.
  • Prevention of Sexual harassment has always been a focus. The company since 2014 has ICC (Internal Complaints Committee) across all 12 units of Nestlé India with the presence of an external member.

One of the key focus areas as been to increase the representation of women in the field force. Some of the critical interventions recently undertaken are as follows:

  • Potential women workforce are given a chance to work with a Nutrition/Sales officer for a day to understand the challenges in the role, before joining the company.
  • Flexibility has been provided with regards to travel and stay for women in the field force.


Campus hires and mid-career hiring of women employees have also been an area of emphasis and has resulted in significant achievements:

  • Average 47% women employees in the batch of Management Trainees for past three years
  • Average 40% women employees in the batch of Technical Trainees for past three years

Not only recruitment but nurturing key women talent and strengthening the diversity of talent pipeline, through robust career and development plans supported by mentoring, have been put in place.

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