Building on our D&I commitments
At Pernod Ricard we’re committed to fostering an authentic and convivial workplace for all our people. This means creating an inclusive and respectful environment reflective of our culture of conviviality. This year, we accelerated our Diversity & Inclusion (D&I) journey even further, with a clear vision and priorities, global D&I actions and a new governance structure with an evolved Global D&I Council.
The Group sees D&I as a real business catalyst for social sustainability now and in the future, making an impact not only on our employees but also on our suppliers, consumers and communities.
Representative table of D&I commitments.
Vision : D&I as a performance enabler and business catalyst for social sustainability.
Ambition : Be a truly inclusive workplace, mirroring the diversity of our society and consumers.
Priorities : Continue accelerating gender balance and maintain pay equity. Keep fostering an inclusive workplace for all. Progressively expand our global D&I initiatives targeting a broader reach.
Enabler : Equitable processes and robust global reporting on D&I metrics.
In FY24 we made meaningful progress against our three D&I priorities:
Priority 1 Gender balance:
- +2 point increase vs. last year for women in senior leadership positions.
- We focused our Strategic Talent Review process on planning and preparing a more diverse talent pipeline for specific leadership roles or functions currently identified as not balanced enough.
- We reinforced our commitment to developing and supporting female talent across several initiatives including joining the EVE inter-enterprise seminar in Europe and Asia, for the first time in FY24.
- We launched the global “Women in Tech” group at Pernod Ricard which supports women in these functions and builds allyship.
Priority 2 Inclusion:
- We launched a global inclusion self-assessment inviting employees to review their own behaviours and receive feedback and guidance on best practices to work on unconscious bias. Almost 3,000 employees participated, helping us to create an even more inclusive, open and accepting workplace culture. The results showed that 68% of employees adopted inclusive working relationships, which is in line with the external provider’s benchmark.
Priority 3 Diversity self-identification:
- To progressively expand our global D&I framework, employees were invited to voluntarily complete diversity-based self-identification. Results showed that 30% of respondents consider themselves as diverse. The insights we gained from these declarations will also help us to better define our priorities and actions.