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. 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. ACKNOWLEDGEMENT

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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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. 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.  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. 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. 5. KVets & Supporters
6. WOK — Women of Kellogg
7. Young Professionals

25.  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.

26.  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.

27. 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.

28. 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.

29. 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.

30. 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.”

31. 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

32.  “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

33.  “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

34. 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.

35. 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.