A year of global progress in our D&I agenda
Pernod Ricard continues to work on gender diversity across the Company, designing and implementing internal programmes and processes to accelerate the development of diverse talents globally. Progress made on the number of women in top management positions is reflective of these efforts.
78“I feel comfortable being myself at work” scored 78 in I Say 2022
77“I feel a sense of belonging at my affiliate” scored 77 (+4 vs Glint’s Global External Benchmark)
Balanced gender diversity at Board and Executive Committee levels:
Board:
58,3 %female representation
Executive Committee:
44,4 %female representation
Progress of female representation at Pernod Ricard in FY23:
This diagram shows the progress of female representation at Pernod Ricard in FY23:
Top management
- Women: 36%
- Men: 64%
Managers
- Women: 46%
- Men: 54%
Group employees
- Women: 40%
- Men: 60%
Here are some of our recent highlights.
Employee Resource Groups (ERGs)
Led by employees and for employees, ERGs are open forums that help to foster a diverse, inclusive workplace, and enable employees to share experiences, break stereotypes and celebrate differences. We currently have more than 15 ERGs in affiliates, and new ERGs will continue to be created according to employee and business needs.
Supporting returners
In India, we launched the back2spirit campaign to support the professional growth and development of women returning to work after a career break.
Women’s Leadership programme
In Sub-Saharan Africa, we’ve launched a comprehensive programme to help shift the culture towards greater inclusivity and create a work environment where women feel more empowered and have the right supports to grow and become strong leaders.
Supplier diversity requirements in North America
In addition to supporting employees with active listening sessions across the year to create a safe space to share their voice, Pernod Ricard North America introduced Diversity, Equity and Inclusion requirements for their agency partners to better reflect our consumers.
Leadership workshops
We held introspective workshops with managers at The Absolut Group to reflect on behaviours that align with the D&I Ambition, Values and Leadership Attributes. We continue working on awareness of unconscious bias, and conducted a full day of training on Inclusive Leadership.
Workplace flexibility
In Australia and New Zealand, we’ve increased our focus on flexible working and parental leave to encourage shared responsibilities across families, including on male adoption. We’ve seen a 25% increase in males taking parental leave in the last two years.
Equal opportunities in France
We kicked off a partnership between our recruitment teams in French affiliates and Mozaik RH, a foundation which supports equal opportunities for all, especially those from priority neighbourhoods. In addition, we developed a manager training programme including modules on inclusive leadership and integrated a module to reduce bias in recruiting.
#IAmRemarkable
At our Asia HQ, we held a workshop to celebrate the remarkable achievements of women and underrepresented groups in the workplace and beyond.