Dissertation on diversity & inclusion in kellogg's

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Dissertation on diversity & inclusion in kellogg's

  1. 1. A RESEARCH REPORT ON Diversity & Inclusion in Kellogg’s Submitted In Partial Fulfillment of the Requirements For The Award of The Degree of Master of Business Administration (2012-2014) (Uttar Pradesh Technical University - Noida Region) By Mudita Malviya Roll No. 1209470050 MBA II Year Galgotias Institute of Management & Technology, Greater Noida Project Guide Mrs. Prachi Malhotra
  2. 2. PREFACE Kellogg’s believe diversity and inclusion are essential to living our values, achieving our business goals and building a stronger Kellogg. In an increasingly competitive global marketplace, we can only succeed when we attract and retain the best talent and when our employees reflect the diversity of our consumers. Kellogg’s is committed towards creating an environment where all employees are included, are treated with dignity and respect and are in a position to contribute to their future success. Fostering all employees’ Kellogg Company’s Office of Diversity and Inclusion serves as their center of expertise for resources, training, and knowledge and best practices for all diversity and inclusion initiatives. The main aim of this document is to put forward the intensity of the idea of diversification in the workforce of Kellogg’s Company. It elaborates the purpose of the formation of Executive Diversity & Inclusion Council (EDIC) constructed by the administration of Kellogg’s.
  3. 3. ACKNOWLEDGEMENT
  4. 4. LIST OF CONTENTS TOPIC NO. TITLES PAGE NO. REMARKS 1. Introduction to Kellogg’s 2. Introduction to Diversity & Inclusion 2.1. Importance of Study 2.2. Objectives 3. Analysis & Description 4. Literature Review 5. Conclusion 6. Recommendations 7. Limitations 8. Bibliography
  5. 5. 1. INTRODUCTION TO KELLOGG’S “KELLOGG COMPANY WAS FOUNDED ON A COMMITMENT TO NUTRITION.” Kellogg Company, with its global headquarters in Battle Creek, Michigan, USA, is the world's leading cereal company, and a major producer of convenience foods. It markets more than 1,500 products in over 180 countries all over the world. Founded in 1906, with a commitment to nutrition, Kellogg Company has always been focusing on its products and processes. Today, with more than 100 ready-to- eat cereals around the world, consumers count on Kellogg for providing great- tasting, convenient and healthy food choices that meet their nutrition needs. Kellogg entered India in 1995 and during these 16 years, the company has become synonymous with great tasting & nourishing breakfast cereals. With a range of brands appealing to kids, adults and of course, the entire family, Kellogg's is becoming a common feature on breakfast tables across Indian homes today. In India, Kellogg is known for its flagship brand Kellogg's® Corn Flakes along with its range of exciting flavours, Kellogg's® CHOCOS®, Kellogg's® Special K®, Kellogg's® All-Bran®, Kellogg's® Extra Muesli, Kellogg's® Honey Loops, Kellogg's® Oats - Heart to Heart and Kellogg's® Oat Bites. With its exciting ranges of brands, Kellogg India has offerings for all members of the family as well as for specific requirements like weight management, digestive regularity and heart health.
  6. 6. 1.1. WHO WE ARE Kellogg Company is one of the leading organizations in the food category, especially when it comes to breakfast cereals. Across the world, it is also well known for its presence in other categories like snacks and cookies. The founder of the company, W.K. Kellogg, had a strong commitment to nutrition, health and quality. His vision continues to drive Kellogg Company to improve its products and processes, with the goal of providing delicious, nutritious products that meet the most rigorous quality standards. 1.2. WHAT WE DO As a food company focused on catering to its consumers' needs, Kellogg provides a balanced portfolio of brands for all members of the family. In fact, the trust enjoyed by Kellogg's brands is its great strength. It has always been Kellogg Company's endeavor that its brands offer consumers real value, and that its heritage as a health and wellness company is aligned with the way consumers live their lives. Kellogg Company and its employees have always striven to serve the consumers to the best of their ability, by ensuring that its brands offer great taste, nutrition, convenience, versatility and value.
  7. 7. 1.3. A FOUNDATION FOR THE FUTURE More than 100 years ago, W.K. Kellogg founded our company through his belief in nutrition and dedication to well-being. Motivated by a passion for people, quality and innovation, he created the first- ever breakfast cereal and then shaped an entire industry. Kellogg soon became a household name; his signature, a trusted mark. Today, W.K. Kellogg’s legacy continues to inspire us. Working together, we create moments of delight for people around the world with our well-loved brands. And as our company continues to grow, our people grow with it. Through our values-based culture, we create a stronger future every day — enriching communities and nurturing careers by putting people first in everything we do. Our company is a place where innovation lives on, where we never stop learning and where we’re excited about tomorrow. And it all started simply with a single corn flake and W.K. Kellogg’s belief in better food for all. 1.4. AN EMPLOYER OF CHOICE W.K. Kellogg started this company with a belief in people: “I’ll invest my money in people.” Today, we offer an empowering environment that recognizes and rewards great performance, and provides countless possibilities to learn and grow. Across all of our global locations, our employees receive a competitive package of rewards and benefits that recognize high performance, our K Values and ongoing professional development.
  8. 8. 1.5. OUR BENEFITS & REWARDS PROGRAM It varies between our Markets, to reflect candidate aspirations and local variations in what our employees’ value. They are designed to:  Provide a competitive compensation package  Attract and retain talented employees  Encourage employees to grow and develop their capabilities and careers at Kellogg  Build a high performance culture with highly engaged employees who help them to achieve sustainable results Common component of our benefits and rewards programs typically include:  A competitive salary, that links with their responsibilities, knowledge and career experiences  Variable Pay, such as performance related bonus schemes  Access to Healthcare and Retirement Benefits  Opportunities for Personal Growth & Career Development  Opportunities to work globally and or with international teams  Policies that encourage Work-Life Balance and Flexible Working  Paid Time Off, such as Vacation Days and Public Holidays  Employee Recognition and Service Awards  A Respectful Work Environment that Encourages Collaboration & Innovation  Opportunity to work in Great Kellogg Locations
  9. 9. Our founder, W.K. Kellogg saw a better way—shaping our industry through a passion for people, and the goodness of food. And every day, we continue our founder’s legacy of Kellogg Company being a place where you can grow and develop, where we can each achieve more for ourselves, with a boundless career that shapes the future. 1.6. OUR VISION & PURPOSE “Staying Focused. Going Further.” Our Vision: To enrich and delight the world through foods and brands that matter. Our Purpose: Nourishing families so they can flourish and thrive. We are a company of promise and possibilities. Each day represents a fresh opportunity to share Our Vision, live Our Purpose. By being mindful and committed to these ideals, we uphold our founder’s dedication to people and their well-being. And we promote an environment where we can push beyond boundaries and across borders to create foods and brands that help to fuel the best in everyone everywhere. It is this belief that brings us together and sets us apart. 1.7. OUR VALUES “Success Starts Here” Our values are part of our DNA. They guide the way we work with our business partners, within our communities and with each other. Through integrity, accountability, passion, humility, simplicity and a focus on success, we have created a vibrant company culture where ideas can blossom, people can thrive and success can flourish.
  10. 10. INTEGRITY We Act With Integrity and Show Respect  Demonstrate a commitment to integrity and ethics  Show respect for and value all individuals for their diverse backgrounds, experiences, styles, approaches and ideas  Listen to others for understanding  Assume positive intent ACCOUNTABILITY We Are All Accountable  Take personal accountability for our actions and results  Focus on finding solutions and achieving results  Actively engage in discussions and commit to decisions once they are made  Involve others in decisions and plans that affect them  Keep promises and commitments made to others  Personally commit to the success and well-being of teammates  Embrace the belief that all injuries are preventable and that achieving a healthy and safe environment starts with “me”
  11. 11. PASSION We Are Passionate About Our Business, Our Brands and Our Food  Show pride in our brands and heritage  Delight our consumers and serve our customers through the high quality of our products and services  Promote a positive, energizing, optimistic and fun environment  Promote and implement creative and innovative ideas and solutions  Value, promote and fiercely protect our reputation HUMILITY We Have the Humility and Hunger to Learn  Value openness and curiosity to learn from anyone, anywhere  Seek and provide honest feedback  Be open to personal change and continuous improvement  Learn from mistakes and successes in equal measure  Never underestimate our competition
  12. 12. SIMPLICITY We Strive for Simplicity  Seek to continually simplify and improve processes, procedures and activities  Work across organizational boundaries/levels and break down internal barriers  Deal with people and issues directly and openly  Prize results over form RESULTS We Love Success  Achieve results and celebrate when we do  Help people to be their best by providing coaching and feedback  Work with others as a team to accomplish results and win  Have a “can do” (positive) attitude and drive to get the job done  Make people feel valued and appreciated  Make the tough calls  Our Heritage
  13. 13. 1.8. ETHICAL PERFORMANCE CULTURE W.K. Kellogg has given us a rich legacy of integrity, and honoring that legacy has been a significant part of Kellogg Company’s success story. Our Global Code of Ethics and K Values preserve our enduring commitment to integrity by shaping our ethical performance culture and by providing clear guidance so our employees and stakeholders know where we stand and how we conduct business globally. Both demonstrate our unwavering commitment to doing business the right way – the Kellogg way. Our Global Code of Ethics provides balanced and practical business advice to help us think broadly, act decisively and drive results in a way that is legal, ethical and responsible. It highlights key leadership responsibilities that set the right tone throughout our global operations to enable us to better connect, collaborate and compete in the 21st century. Living Our Values is Kellogg Company’s Global Code of Ethics. We gave it this name because living the K Values - embodying them day-to-day in our decisions and actions – is essential to our individual and collective success, enabling us to achieve sustainable business success and maintain a strong reputation. The Code contains a lot of important information as well as resources that help us conduct our business legally, ethically, responsibly and in accordance with our values. It is readable, easy to use and relevant to our day-to-day jobs. We should all be very familiar with the Code and use it often.
  14. 14. 2. INTRODUCTION TO DIVERSITY & INCLUSION Our Commitment to Diversity Kellogg Company’s commitment to diversity can be traced back to our founder, W.K. Kellogg, who was a pioneer in employing women in the workplace and reaching across cultural boundaries. The company continues his legacy more than 100 years later by making diversity and inclusion top priorities. Kellogg’s believe diversity and inclusion are essential to living our values, achieving our business goals and building a stronger Kellogg. In an increasingly competitive global marketplace, we can only succeed when we attract and retain the best talent and when our employees reflect the diversity of our consumers. Kellogg’s is committed towards creating an environment where all employees are included, are treated with dignity and respect and are in a position to contribute to their future success. Fostering all employees’ Kellogg Company’s Office of Diversity and Inclusion serves as their center of expertise for resources, training, and knowledge and best practices for all diversity and inclusion initiatives.
  15. 15. 2.1. IMPORTANCE OF D & I Work place diversity is the key to survival and growth. I feel that people really want to contribute to the long-term success of their organizations and leaders should create a culture where everyone’s perspective is heard. “Diversity and inclusion in the workplace are essential business tools today.” When cultural diversity is acknowledged and honored, managers find new ways to maximize and capitalize on the different skills, styles and sensibilities of employees from different cultures. When employees are understood and accepted for their different cultural backgrounds and beliefs of their colleagues, they are more capable of working harmoniously with their fellow staff and engaging in productive activity. By honoring diversity and inclusion you are able to:  Recognize, appreciate and utilize the unique insights, perspectives and backgrounds of others  Avoid discrimination and disrespectful behavior  Create an environment of trust, respect and tolerance  Appreciate the business case for diversity as it affects your company’s bottom line
  16. 16. When employees feel valued and respected, they are much more likely to be engaged and thereby put forth their best efforts on the company’s behalf. Leadership that inspires, rather than rules, motivates employees. Employees are able to quickly differentiate a culture of inclusion from one of exclusion. This is precisely why embracing a diverse workplace is important. “Inclusiveness is better than judgmental polarization.” – John Brummett While there are many efforts to label a company as diverse, the “diversity hires” may find themselves blocked from promotions and in a vicious and unfortunately common cycle of high turnover in companies with failing diversity retention initiatives. It is important for senior management to be committed to diversity and implement diversity and cultural competence training. Moreover, in daily interactions between employees, there are always teachable moments to further cement the principles of inclusion and tolerance in the workplace. With understanding differences, identifying commonalities and when everyone feels included, they are far more likely to engage fully, develop loyalty and enjoy job satisfaction. It takes awareness of different backgrounds, cultures, and personality traits when managing diversity which is an important key to developing an effective people management strategy and maximizing the contribution of every employee in the workplace. Although it requires a large commitment by management and employees, diversity pays off. By investing time learning about managing diversity in the workplace, you are taking the step you need to bring your organization into the 21st century and place it in a position to out-perform and out-compete those whose diversity awareness fall short and cripples progress.
  17. 17. One sure way to improve morale in a company is to treat each employee with respect. This means recognizing them for who they are as individuals, valuing their input and making them feel welcome in the organizational family. A combination of fresh thinking and experience is the most powerful ammunition an organization can have in its arsenal to beat the competition. The more organizations focus on creating an inclusive culture, the better opportunity they have to demonstrate agility in overcoming today’s economic barriers. As companies and businesses are learning, diversity inclusion is tied to and related to the bottom line of the organization. If employees feel included in the organization then they will want to stay there and keep producing at high levels. Therefore, the company costs for recruitment and orientation trainings are kept down. Companies that incorporate a consistent diversity program and advocate diversity in the workplace experience valuable benefits such as:  An inclusive environment minimizes an insider vs. outsider culture to gain traction  People feel that they contribute to the greater good and they are likely to go the extra mile  Improves productivity, morale, innovation, and the total quality of your organization  Reduced harassment incidences, charges, and discrimination  Diversity recruitment improves workplace staffing and retention rates are higher “Education is the key to developing an attitude of inclusion. The practice of inclusion provides the model of acceptance, belonging, participation, worth and dignity.”
  18. 18. The benefits of diversity training in the workplace are obvious–men and women of different cultural, ethnic, socioeconomic, and religious backgrounds work together and create a harmonious work environment. Kellogg Company is hugely focused on diversity & inclusion in their workforce because they see diversity and inclusion as a competitive imperative. An inclusive culture and a diverse workforce that’s empowered to contribute to the business means lower recruiting and retention costs, better engagement that leads to increased productivity, better thinking that keeps them innovating, and increased market share due to a better understanding of their customers and consumers. It is eminent by various honours given by numerous outside organizations to Kellogg for efforts to create a diverse and inclusive corporate culture. The following recognitions were received in 2012 and early 2013:  Black Enterprise – “40 Best Companies for Diversity”  DiversityInc – “Top 50 Companies for Diversity”  DiversityInc – “Top Companies for Diversity – Management Progress”  Employer Support of the Guard and Reserve – “Patriot Award”  Hispanic Business – “Best Companies for Diversity Practices”  Human Rights Campaign (HRC) – 100% score on the annual Corporate Equality Index  Women’s Foodservice Forum – “Jackie B. Trujillo SOAR Award”
  19. 19. 2.2. OBJECTIVES OF THE STUDY Around the world, Kellogg is forming new bonds with new consumers and being invited to breakfast tables in many different countries. Their efforts are being driven by passionate Kellogg employees who lend their valuable insights and experiences to help shape their food flavors and marketing communications. But how does this happen is the main enigma. The important questions to be interrogated in this study regarding Emphasis on Diversity & Inclusion in Kellogg’s are mentioned as under:- 1. Why is diversity and inclusion important to Kellogg Company? 2. What is their vision for diversity and inclusion in the workforce at Kellogg? 3. What is the purpose of the Executive Diversity and Inclusion Council (EDIC) in Kellogg?
  20. 20. 3. ANALYSIS & DESCRIPTION 3.1. IMPORTANCE OF DIVERSITY & INCLUSION IN KELLOGG COMPANY “Diversity and inclusion are vital to building a winning culture where all employees can contribute their best work.” Workforce diversity is a journey. Throughout our 100-year-plus history, we have made significant strides toward the more equitable inclusion of women, people of color, lesbians, gays, bisexuals, transgender individuals, people with disabilities, veterans and other demographic groups. Our goal is to reflect the diversity of our consumers throughout our company. We have done much to achieve this objective, and we are firmly committed to making continued progress.  Accelerating Progress About 10 years ago, Kellogg made diversity and inclusion a key corporate initiative. And in 2005, Kellogg established an Office of Diversity and Inclusion. Since that time, this office has been singularly focused on recruiting and retaining diverse employees, creating awareness of diversity issues, fostering a supportive, positive environment where inclusive behaviors are the norm, and embedding accountability for diversity throughout the organization. Passion for our business will help us win in the marketplace.
  21. 21.  A Competitive Advantage Our focus on diversity enables us to build a culture where all employees are inspired to share their passion, talents and ideas. They become part of a team that works to better serve the needs of our diverse consumers by delivering fresh thinking, product innovations and quality brands. In addition, thanks to technology, demographic shifts and worldwide connectivity, we live in a world where change occurs at a rapid clip. For Kellogg to be a part of, and ahead of, that changes, we know we must continue our progress in diversity and inclusion — allowing us to bring our best to people all around the world every day.  Employee Resource Groups Our Employee Resource Groups (ERGs) play a critical role in our vision to enrich and delight through foods and brands that matter. ERGs offer Kellogg employees support, networking and development opportunities that contribute to the strength of our business. A senior company executive sponsors each ERG, helping link the members with our business and our strategies to drive business sustainability and organizational success. Kellogg currently has seven Employee Resource Groups: HOLA (Kellogg Latino ERG), KAARG (Kellogg African American Resource Group), KMERG (Kellogg Multinational ERG), KPride & Allies (LGBT & Straight Allies), KVets & Supporters (Military Service & Supporters), WOK (Women of Kellogg) and YP (Young Professionals).
  22. 22. 1. HOLA — Latino & Hispanic Employee Resource Group 2. KAARG — Kellogg African-American Employee Resource Group 3. K-MERG Kellogg Multinational Employee Resource Group 4. K-Pride & Allies
  23. 23. 5. KVets & Supporters 6. WOK — Women of Kellogg 7. Young Professionals
  24. 24.  Making a Difference "Kellogg Company is making great progress in the area of diversity and inclusion. But we still have work to do and much to learn. D&I is absolutely critical to us and the success of our company." — John Bryant President and Chief Executive Officer As a leading food producer of best-loved brands, we know that a strong commitment to diversity and inclusion is vital to our global business success. With approximately 31,000 employees worldwide and with products manufactured in 18 countries and marketed in 180 countries across six continents, Kellogg truly is a multinational, multicultural company.
  25. 25.  LEARNING & DEVELOPMENT D&I Training Pushes Managers to Be Better Leaders They offer several types of diversity courses – one web-based and the rest taught in person. All of them aim to foster learning about diversity-related issues and coach employees on how to put inclusion into practice. Their half-day Knowledge Map course, for example, covers the basics of diversity and inclusion in the workforce, such as how it can be leveraged to help meet business objectives. In another example, their full-day Cultural Dexterity program teaches participants to recognize the elements of culture and how to address the dynamics of intercultural work. Their newest program is Inclusive Leadership. The first session of this course was held in early 2013 at Battle Creek headquarters. People managers from all functions and levels – and from all over the U.S. – attended the session.
  26. 26. 3.2. VISION FOR DIVERSITY& INCLUSION IN THE WORKFORCE AT KELLOGG John Bryant, the CEO of the company, wants Kellogg to have a workforce that reflects the diversity of the consumers and communities they serve. He says, “We aren’t there yet, but in the past year we’ve made tremendous strides.” They’ve also gotten better at measuring their progress. In 2012, at the most senior levels of the company; they added accountability for diversity results to the annual performance process. Progress is actively discussed within the Board of Directors and the Executive Diversity and Inclusion Council, which John Bryant proudly chairs. Driving accountability, especially at senior levels, is making them a stronger company and reinforcing positive culture change. Diversity and inclusion is a journey – an ongoing commitment and investment. And it’s one that is a true enabler of competitive business advantage for Kellogg, so they are going to keep moving forward on this journey. To realize their vision – to enrich and delight the world through foods and brands that matter – Kellogg must work hard to listen to and understand the opinions, expectations and needs of their diverse customers and consumers and respond with products and brands they trust and love. And since the demographics of their market, are changing, they must change right along with them. Their Employee Resource Groups and Diversity Councils have played a critical role in keeping them attuned to their changing markets and helping them gain insights important for the business. Take for instance their Latino resource group, ¡HOLA!, which recently partnered with their Sales Learning and Development team to debut a tailored training series to help their sales force better understand the Latino consumer. This is a terrific example of how their workforce is taking the initiative to drive the business forward. Their own employees are helping to improve their cultural intelligence as an organization, which makes them better prepared to grow.
  27. 27. Around the world, Kellogg is forming new bonds with new consumers and being invited to breakfast tables in many different countries. And again, their efforts are being driven by passionate Kellogg employees who lend their valuable insights and experiences to help shape their food flavors and marketing communications. We saw a great example of this recently with a team from South Africa, whose innovative ideas resulted in the creation of Kellogg’s® Corn Flakes Porridge. Instead of asking consumers to change their eating behaviors, Kellogg is adapting to consumer tastes and preferences. To do this, they need diversity in thought and opinions, which comes from ensuring that their teams are composed of talented and diverse employees.
  28. 28. 3.3. PURPOSE OF THE EXECUTIVE DIVERSITY & INCLUSION COUNCIL (EDIC) Kellogg also has a D&I Council made up of many of their most senior leaders. Called the Executive Diversity and Inclusion Council (EDIC), this 10-member, cross-functional group is chaired by President and CEO John Bryant. “The EDIC sets strategic guidance on diversity and inclusion for the company,” explained Sammie Long, senior vice president of global human resources at Kellogg and an EDIC member. “We advocate for D&I within the business and look for how D&I strategies and actions can help the company achieve its vision and purpose.” New for 2013, representatives from each of the ERGs now attend a segment of each EDIC meeting, to foster two-way dialogue about D&I topics and opportunities across the business. The EDIC provides direction and support for the diversity and inclusion efforts that are brought to life by Kellogg Office of Diversity and Inclusion and others in the company. Along with the CEO, the EDIC currently includes Norma Barnes- Euresti, Margaret Bath, Mark Baynes, Brad Davidson, Lyn Frantz, Mark King, Sammie Long, Paul Norman and Gary Pilnick. A number of other Global Leadership Team members and senior leaders have been on the EDIC at one time or another. The EDIC was created to serve four primary objectives: •Provide strategic guidance, •Drive accountability, • Advocate for diversity and inclusion and lead by example, and • Be the diversity and inclusion “conscience” of the organization.
  29. 29. It’s the EDIC’s job to ensure that leaders companywide understand their diversity and inclusion priorities and their shared accountability for executing against them. This dovetails with their role as advocates – the expectation that EDIC members be visible, active champions of diversity and inclusion. John Bryant says about EDIC that- “I think I can safely speak for everyone on the EDIC when I say that serving on the Council is among the most enlightening and important work we do as leaders.”
  30. 30. 4. LITERATURE REVIEW Reflections on Diversity and Inclusion from Kellogg Employees  “I’ve been with the Office of Diversity and Inclusion since it was formed in 2005. In the beginning, we focused a lot on awareness training. We’ve evolved now to the point where people are clear that diversity and inclusion is essential to our business and our future success. It’s been a great experience for me, watching D&I at Kellogg evolve in this way. I think it’s now embedded in the organization well beyond what even the first director of our office envisioned. It’s been great, in particular, to have unwavering support from the very top of the company on down. That’s one of the reasons I absolutely love working for this company.” - Ginger K. Senior Executive Secretary Office of Diversity and Inclusion  “It may sound like a cliché to say that ‘diversity is a journey,’ but it’s also a true statement. And that journey never really ends. There’s no particular metric we need to meet that will indicate ‘we’re done.’ We need to celebrate the progress we’ve made, and then look for areas in which we need to make continued progress. I think the new ERG we launched in 2012 – KVets & Supporters – is a great example of recent good work at Kellogg, and one that we should all be proud of.” - Sammie Long Senior Vice President Global Human Resources
  31. 31.  “The ERGs at Kellogg Company create value for our organization. They bring people together and offer a sense of community. They enable networking among associates who may not otherwise connect. This includes people from different levels and functions within the organization. They also enable learning and development opportunities for their members – for example, chances to develop and execute a strategy, stand in front of an audience and speak, etc. And of course, ERG members can provide the company with insights that may be helpful in product development and marketing. So there’s a real business value there as well.” - Brad Cashaw Senior Vice President Supply Chain Snacks  “My culture deeply values education and my family contain several scholars, so valuing intellectual curiosity has really shaped who I am. So has my faith. Together, they guide the way I tackle problems, interact with people and show respect. All of which are very consistent with our company’s K Values.” - John M. Counsel Legal & Compliance
  32. 32.  “At Kellogg Company, we know that diversity strengthens us. Our inclusion advances us. Our active dedication to both is what enables us. The bottom line: Diversity and inclusion is a business imperative that will help us achieve our vision to enrich and delight the world through food and brands that matter. We hope this report has provided insight into a few success stories that demonstrate how we’re making progress. From career development and business insights driven by our Employee Resource Groups, to the manager who takes the time to cross-culturally mentor someone with no expectation of recognition, we’re strengthening our culture. We aren’t where we want to be yet, but we’re proud of the efforts so many make daily that help us be a better Kellogg. Diversity and inclusion is a responsibility we all share – and a critical element of our company’s global growth strategy.” - Mark King Global Head, Diversity and Inclusion
  33. 33. 5. CONCLUSION  At Kellogg, their commitment to respect the full diversity of backgrounds, experiences, approaches and ideas is continually reviewed and integrated into their talent process, and is expressed daily through their seven vibrant Employee Resource Groups as well.  Diversity and inclusion are vital to building a winning culture where all employees can contribute their best work. Kellogg Company’s Office of Diversity and Inclusion serves as a center of expertise for resources, training, knowledge and best practices for all diversity and inclusion initiatives.  Since 2005, the Office of Diversity & Inclusion has been singularly focused on recruiting and retaining diverse employees, creating awareness of diversity issues, fostering a supportive, positive environment where inclusive behaviors are the norm, and embedding accountability for diversity throughout the organization.  Their focus on diversity enables them to build a culture where all employees are inspired to share their passion, talents and ideas. They become part of a team that works to better serve the needs of their diverse consumers by delivering fresh thinking, product innovations and quality brands.  At Kellogg, having an organizational awareness of gender equality issues is one fundamental step toward ensuring gender diversity in the company. They also need to make certain that women at every level and in every area of their global organization have the opportunities, resources and support necessary to reach their full potential. Over the past year, they have promoted several women into senior roles who are already making a positive difference.
  34. 34. 6. RECOMMENDATIONS  They are really challenging themselves to grow their cultural intelligence across the organization. And while they’re moving the needle on diversity and inclusion as a company, there’s still much to be done to build the most diverse, inclusive Kellogg possible.

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