Our People
We label bottles, not people
Inclusion, diversity and equity sits at the heart of our people strategy. We are fostering a culture where everyone's welcome to be themselves, be valued and belong. Our business thrives on the diversity that comes from all our people and a broad range of perspectives and backgrounds.
We want to develop a culture at CCEP with inclusion and diversity at its core. This requires real change throughout the company. We are making progress but we need to do more in our workplace and our communities.
Damian Gammell
CEO
Commitment from the top
Our Leadership Team is accountable for defining and driving actions to support our underrepresented groups and fostering open and honest dialogue about diversity. Our senior leaders are trained in developing inclusive habits, we utilise tools and training to support people managers and mitigate bias in the workplace.
Culture and Heritage
Nik Jhangiani
Chief Finance Officer
Disability
José Antonio Echeverria
Chief Customer Service & Supply Chain Officer
Gender
Leendert den Hollander
General Manager, Northern Europe Business Unit
Multi-generational
Stephen Moorhouse
General Manager, Great Britain
LGBT+
Clare Wardle
General Counsel & Company Secretary
Our global areas of focus
- Culture and Heritage
- Disability inclusion
- Gender equality
- LGBT+
- Multi-generational workplace
Culture and heritage
We are committed to advancing individuals from underrepresented ethnic groups, with particular focus on increasing representation of Black, Asian and Minority Ethnic groups in Europe. We are doing this by ensuring access to development and growth opportunities, promoting authentic and sustained conversations about race to foster inclusion. We are also determined to make a positive difference by promoting economic development in our local communities, many of which face significant social challenges, including high levels of youth unemployment and social exclusion.
Disability inclusion
As signatories of the Valuable 500 pledge we are demonstrating our commitment to putting disability inclusion on our business leadership agenda. We are working to remove the barriers that prevent people living with disabilities from thriving in the workplace and in our communities.
Gender equality
Promoting gender equality and empowering women continues to be a key priority for CCEP. We aim to support women throughout the business and improve the gender balance in our talent pipelines through a range of training programmes and other initiatives.
LGBT+
Coca-Cola has a longstanding commitment of promoting LGBT+ inclusion and acceptance in our communities. At CCEP we are cultivating a workplace that supports and welcomes all lesbian, gay, bi and trans people and respects gender identity and expression.
Multi-generational workplace
With five generations across our workforce, we are nurturing a respectful environment where people of varied ages work together and learn from each other, without age-based assumptions or stereotyping. We are working to further understand the different generations’ expectations of work and supporting different styles, needs, goals and traits.
Our people
33,000
employees
37.3%
women in leadership positions in our European operations as of May 2021
External commitments and certifications
We have signed the LEAD Network pledge, an industry wide commitment to accelerating gender parity and inclusion across our sector. Many of our colleagues are also members of their local LEAD chapter groups.
As members of the Business Disability Forum we are working with other like-minded companies to become disability-smart.
As a Stonewall Global Diversity Champion we are committed to creating an inclusive and accepting workplace for our LGBT+ colleagues and customers.
We are part of the Valuable 500, a global CEO community revolutionizing disability inclusion through business leadership and opportunity.
Our business in Germany has received the Pride 500 Seal for its efforts in promoting LGBT+ inclusiveness.
We’ve achieved Disability Confident Leader status, the highest tier of accreditation in the British government’s Disability Confident Programme. To achieve this status, we had to demonstrate positive action to employ disabled people, and proactively encourage other employers to become Disability Confident.
