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The society we operate in is critical to the success of our business. Yet people across Western Europe are increasingly concerned about economic exclusion, inequality and other social challenges. We know that business can be a force for good in society. We are determined to make a positive difference by actively working to promote inclusion and economic development, both with our employees and within our communities.

Strategy

Community

We have always been closely connected to the local communities in which we operate, whether it’s through our local production sites, the drivers who deliver our products or the employees who make and sell our drinks. We also know that these communities face significant challenges. This includes high levels of youth unemployment in many of our markets, with young people aged 18-30 often facing significant barriers to entering the workplace. To help address these issues, we support local community partnerships and social initiatives across our territories, with a particular focus on helping young people gain the employability, skills and confidence they need to succeed.

Our Action on Society helps to contribute to UN Sustainable Development Goal 5 on Gender Equality and UN Sustainable Development Goal 8 on Decent Work and Economic Growth.

Diversity and inclusion

As a local business, it is critical that our workforce reflects the diverse communities that we serve. We know that building a greater diversity of ideas, thinking and experience across our business will lead to better ways of working and better business results. We’re committed to fostering a diverse workforce and inclusive culture in our business, with a target of ensuring that at least 40% of management positions (middle management and above) are held by women in 2025 - with a longer term goal of having equal representation at management levels at both Coca-Cola European Partners and The Coca-Cola Company.

 

Actions

We’ll build a diverse workforce and inclusive culture in our business and ensure that women hold at least 40% of our management positions by 2025.

 

We’ll expand the contribution we make to society by increasing our employee volunteering and supporting local community partnerships.

We’ll support initiatives which help young people gain the employability, skills and confidence they need to succeed.

Progress

  • of management positions at CCEP were held by women at year end 2017

  • hours volunteered by our employees to support local community projects

  • million (0.35% of our pre-tax profit) spent in 2017 supporting local community partnerships

Employee wellbeing

As part of our wider commitment to society, we are committed to providing our own employees with a safe, healthy and rewarding working environment. We are working to achieve world-class safety standards across our business, while also supporting our employees through a range of benefits and wellbeing programmes.

 

Actions

Diversity and inclusion

What is CCEP’s diversity strategy?

At CCEP we are committed to developing a workforce with a broad diversity of experiences and perspectives and an inclusive culture where people can thrive.

In order to ensure a sustainable pipeline of diverse talent for our business, we have a range of programmes and activities to promote diversity and inclusion at every stage of the candidate and employee journey through the organisation, from recruitment and apprenticeships to training, development and progression.

Why is a diverse workforce and inclusive culture important for CCEP?

Fostering a diverse workforce and inclusive culture has many advantages for our business.

Firstly, it allows us to attract and retain the best people, bringing varied thinking styles, ways of working and experiences into our business to enable creativity and innovation.

More diverse individuals and leadership will also help us sell more, in more markets. We know that our customers and consumers are from increasingly diverse backgrounds. In order to build strong relationships and serve them effectively, it’s essential that our sales teams, and their managers and leaders, reflect this diversity.

We also know that diverse teams are more creative and innovative. Teams composed of people with varied views, cultural standpoints and experiences bring more to the table, and are better attuned to the unmet needs of customers and consumers like themselves.

 

Who is accountable for diversity at CCEP, and how do you measure progress?

Corporate accountability for diversity rests with our Leadership Team (LT) supported by our CCEP Diversity and Inclusion (D&I) Council.

A detailed D&I scorecard allows us to measure and benchmark progress. Every quarter, our LT reviews the progress of each business unit and function against its D&I action plans. In addition, each member of our LT has their own D&I performance objectives.

Our CCEP D&I Council is sponsored by three members of our LT and comprises senior members of each business unit and function. There are also local D&I councils in countries where we operate.

What are you doing to promote diversity within your recruitment process?

Our work on diversity and inclusion begins even before we bring people into the organisation. When we recruit, we aim for diverse candidate lists and interview panels. Language and role requirements in job advertisements are crafted to make them more inclusive.

In 2017, we adapted our recruitment process in Sweden to attract more candidates from culturally diverse backgrounds by including a requirement for candidates to speak more than one language.

In Great Britain, we piloted a Diversity of Thought workshop for our talent acquisition teams. The workshop was designed to help teams consider diverse, transferable skills, ensuring that hiring managers are open to candidates from different backgrounds and experiences. Following this successful pilot, we plan to roll out the workshop to talent acquisition teams and HR business partners across our territories.

 

 

What other work are you doing to develop a pipeline of diverse talent?

We’re also seeking to build pipelines of female talent in areas of the business where traditionally it has been hardest to attract women, through a number of partnerships and programmes.

To improve perceptions on opportunities in engineering and to develop the kind of skills we need, we provide mentors to the Brunel University mentorship scheme for female engineering students. In Norway we hosted an engineering challenge for local schools in Oslo to encourage more girls to study STEM subjects. The winning team received funding to help increase interest in future STEM careers.

In 2017 we hosted an event at our Rotterdam office as part of the Excelsior4All Foundation’s 16-week talent development initiative. During the event, a group of young women from the local area met with colleagues to learn more about their roles.

We continued our partnership with JUMP, an organisation working for greater female representation in the workplace in Belgium. On International Women’s Day in 2018, we again sponsored JUMP’s Woman at Work award, which recognises Belgian leaders and companies making progress in gender balance and equality.

Our Cultural Diversity and Inclusion Network in Great Britain focuses on the recruitment, development and retention of culturally diverse talent. In addition, we ran a programme called Hiring for Potential, which resulted in an increase in gender- and ethnically-diverse hires from non-FMCG backgrounds.

How are you increasing female representation at management and leadership levels?

We build our female leadership pipeline through Women in Leadership, a dedicated series of training and mentoring programmes tailor-made to address the needs of our female employees at different stages of their careers. For example, our Leading with Purpose programme supports women in mid-career, while our Signature Programme helps our senior leaders forge contacts across different industries.

In 2017, we expanded the Women in Leadership series with the launch of Connect to Grow, a mentoring programme aimed at senior managers, associate directors and directors.

What role do employee networks play in promoting diversity across the business?

Recent years have seen the emergence of a number of employee networks dedicated to gender and other forms of diversity and inclusion. One example is our Women’s Networks: groups that promote gender diversity awareness, encourage personal development and act as a platform for communication and networking both internally and externally.

Women’s networks have been established at CCEP across our territories in France, Germany, Great Britain, Norway and Sweden. In recognition that these networks need to reach beyond their own constituencies, many have evolved to include both male and female members.

During 2017, 100 female employees met for the second edition of our cross-system women’s network in Germany. The meeting focused on how to be your best and stay true to yourself on your career path. In our Norwegian headquarters in Robsrud, our women’s network has arranged a series of lunches where male and female employees meet to talk about unconscious gender stereotypes and discrimination at work. The initiative is part of She’s Buying, a national campaign to raise awareness of gender issues across Norway. Our All Inclusive network in the Netherlands meets four times per year to generate actions on gender and generational diversity.

Do you engage in external partnerships to support diversity?

As part of our commitment to diversity and inclusion, we support a number of external organisations that promote diversity. This includes our partnership with the Women of the Future programme, a platform of events and projects to support and celebrate the business successes of women, and encourage the next generation of women business leaders. In 2017, we again sponsored Women of the Future’s annual summit and awards, and our Chief Financial Officer (CFO) Nik Jhangiani served on the judging panel for one of the awards.

In 2017, we also sponsored the Hero of the Year category at the European Diversity Awards in Great Britain, which recognises individuals and organisations who have made an outstanding contribution to equality, diversity and inclusion across Europe. The winner was David Lammy MP, who was recognised for his work in the aftermath of the Grenfell Tower disaster in Great Britain.

How do you work to develop pay equity?

CCEP is committed to gender equality and we do not make employment-related decisions, including pay decisions, on the basis of legally or company-protected characteristics, including gender.

To ensure that line managers make appropriate pay decisions, we provide training and support during the salary review process and when employees are being hired or promoted. More specifically, we monitor pay equity within our territories through annual or bi-annual reviews. These take account of additional factors, such as performance over time, which can affect the pay of both men and women. We publish our pay ratio in each of our countries of operation where required, using the methodologies defined by local laws and regulations. We most recently published our UK gender pay gap on our UK website. Our corporate gender pay ratio can be found in our Stakeholder Report data table.

Community

What are your main community investment focus areas?

We are committed to championing grassroots community partnerships, supporting community efforts that help the environment, a initiatives that empower young people to help them gain the skills and confidence they need to succeed.

What are you doing to help young people gain employability and confidence?

We believe that everyone should be given the opportunity to fulfil their potential – whether that’s the chance to gain meaningful employment, receive support to learn a new skill or an opportunity to start a new business.

We work with a range of civil society organisations to tackle youth unemployment in the countries where we operate, and we’re committed to supporting more local initiatives which help young people aged 18-30 to secure employment. To that end we already work with external partners across our territories. See case studies for more details.

What do you do to invest in and support local community partnerships?

We support our community partnerships both through direct investment, as well as through the time spent by our employees to volunteer. In 2017, we spent €4 million on supporting local community partnerships across our territories (0.35% of our pre-tax profit).

Our employees play an important role in supporting our local community partnerships through volunteering. In 2017, our employees dedicated nearly 9,209 hours to volunteering in support of local partnerships such as the GIRA Youth and GIRA Women programmes in Spain; Passport to Employment in France; and Mentor in Sweden. In 2018, we will launch a new employee volunteering initiative – encouraging our people to give back to the community initiatives that matter to them.

In 2018, we will be focused on strengthening our community investment and encouraging our employees to volunteer.

See our case studies below for more information on the programmes we supported in 2017.

What other kinds of local community programmes do you support?

Over many years we have made an important socio-economic contribution at a local level by supporting a wide range of grassroots community partnerships across all of our territories in Western Europe. These include programmes which bring communities together through physical activity, such as Olympic Moves in the Netherlands and BelgiumLe Sport ça me dit in France, and ParkLives in Great Britain, and Special Olympics across our territories. We have also supported local food banks in Great Britain and Germany, bringing drinks to people in need by donating products close to our best before date, and thereby also avoiding food waste. We also invest, and provide volunteering support to programmes that help the environment - including programmes like our Water Replenishment projects in Great Britain, Belgium, France, Spain and Germany; and our land based and marine-litter clean up programmes across our territories. See our case studies for more information.

Our stories

GIRA: addressing youth unemployment and supporting women in Spain

Spain

In Spain, the unemployment rate among young people is currently 42%. To help address the situation, in partnership with The Coca-Cola Foundation, we have supported GIRA Youth, a training and mentoring programme that improves the social skills and employability of young people from disadvantaged backgrounds.

Since launching in 2012, GIRA Youth has supported 3,384 young people and provided more than 290,000 hours of vocational training, as well as more than 300 work experience placements at Coca-Cola. From 2017, the project has been expanded from Madrid to run in Barcelona and Seville.

We also support the GIRA Women programme, which supports UN Sustainable Development Goal 5, Gender Equality, and is part of The Coca-Cola Company’s 5by20 women’s empowerment initiative. The programme, which has run since 2016, provides women with personal and professional training to help women identify and deliverP an entrepreneurial project or reinvent an existing business. Run in conjunction with other organisations, such as the Fundacion MujeresAlmanatura, and the Spanish Red Cross and Impact HUB, the programme reached 4,643 participants in its first year, with the 10 finalists receiving a six month mentoring programme and the final three winners of the entrepreneurship programme receiving six additional months of mentoring and €3,000 in seed funding.

The Rainbow Network

Germany

In Berlin, CCEP’s Rainbow Network provides networking opportunities for Lesbian Gay Bisexual Transgender colleagues, as well as raising awareness on sexual orientation and promoting a culture of inclusion across the business.

In 2017, the Rainbow Network took part in a number of external activities including Pride Week and supported several activities in cooperation with community based organizations such as LSVD (The Lesbian and Gay Federation in Germany) & MANEO (Berlin Anti-Violence-Project). The Network now has 80 members (up from 50 in 2016).

Passport to Employment and Charte Entreprises et Quartiers

France

Through our Passport to Employment initiative in France, we provide interview training and mentoring support for young people from underprivileged backgrounds. In 2017 we held an event in Marseille to celebrate supporting 25,000 young people through the initiative.

We also support Charte Entreprises et Quartiers, a government-led initiative through which we recruit unemployed people from disadvantaged areas, and L dans la Ville which helps girls and young women aged 12 to 20 in underprivileged areas of Lyon and Paris to access sports and jobs.

Mentor

Sweden

In Sweden we support Mentor, an organisation that supports young people from disadvantaged backgrounds aged between 13 and 17. Through our partnership, CCEP employees volunteer their time to mentor young people, helping to provide the knowledge, confidence and vocational skills they need to succeed. In addition, we also provide support several activities through funding and volunteering.

 

ViOtope Project

Germany

In 2017, our brand ViO ran a campaign called “ViOtope” in partnership with EUROPARC to celebrate it’s 10th anniversary. The goal of the project was to help future generations enjoy diverse flora and fauna across the country.. Consumers were given the opportunity to choose one of 16 different nature conservation projects. The ten most popular projects were selected to receive financial support, which totalled €150,000.

SOS Villages D'Enfants

France

In 2017, together with Capri-Sun, we supported the creation of a fund supporting a programme of educational and sports activities at SOS Villages D'Enfants. Through the promotion of the partnership on 2.2 million drinks; we were able to support nearly 450 young people by the end of 2017.

Olympic Moves

Netherlands and Belgium

Olympic Moves and its partners aim to facilitate positive sports development among young people, based on the conviction that this contributes to a resilient young generation. This pertains to both physical and mental development, such as learning how to handle wins and losses, how to deal with differences, and how to work as a team. Olympic Moves offers students the opportunity to discover multiple competitive sports in a school setting. These sports and activities make them feel accepted and help them hone their talents and boost their confidence, all while having fun, making memories and building friendships. Olympic Moves aims to make secondary school students aged 12-14, enthusiastic about sports, because sports can bring a positive and lifelong learning experience.

In the Netherlands our support involved 380 schools and more than 134,783 young people who participated in 16 sports in 2017, an increase of 9.95% compared to 2016. In Belgium, the 2017-2018 school year has seen over 92 schools and 15,000 youngsters taking part.

Le Sport ça me dit

 

France

In France, together with The Coca-Cola Company and The Coca-Cola Foundation, we continue to support the Le Sport ça me dit initiative which provides local communities with conveniently packaged sports equipment that can quickly be set up in public spaces to encourage young people to take part in sports. In 2017, across a 17 day period, the programme introduced “Le Cube”, which provided a variety of sport opportunities on beaches across nine cities in France.

 

ParkLives

Great Britain

In Great Britain, in partnership with The Coca-Cola Company, we support ParkLives, an initiative that encourages people across the UK to get out and enjoy their local green spaces. ParkLives is run in partnership with local authorities across the UK, and the initiative is now in its fifth successful year. ParkLives offers a range of free outdoor family friendly activities, giving thousands of local residents the chance to come together, make new friends and feel part of their community. In 2017, ParkLives offered activities in 46 locations and over 250 parks across the UK, with more than 92,000 people attending.

 

Special Olympics

All Territories

CCEP is official partner of the Special Olympics national games – the biggest national sports event for people with an intellectual disability in SpainGreat BritainFrancethe Netherlands and Belgium. Every year our employees support the Special Olympics through fundraising and volunteering. In 2017, 55 colleagues in Great Britain volunteered to support Special Olympics Great Britain’s tenth National Summer Games. In Belgium, 20 employees volunteered during the annual National Games and with the brand Aquarius they will support the floorball athletes (a hockey-style sport for Special Olympic athletes) in partnership with the National Hockey Team, who will provide additional training opportunities.