NESTLÉ India is a subsidiary of NESTLÉ S.A. of Switzerland. With eight factories spread across the country, 4 branch offices across the metros and a Head Office in Gurgaon; Nestlé India is a vibrant Company that provides consumers in India with products of global standards and is committed to long-term sustainable growth and shareholder satisfaction. In India, we are present across the categories of Nutrition, Foods, Beverages, Dairy and Chocolates and Confectionary. As a company that has a 150 years global legacy and a 104 year old presence in India, it is acknowledged amongst India's 'Most Respected Companies' and amongst the 'Top Wealth Creators of India'.
Our core business is built around consumers. We focus on understanding the changing lifestyles, the evolving needs and dietary preferences. Consumer insights, Innovation and Renovation of products, responsible communication, efforts to help consumers make informed choices are all focused on empowering consumers, so that they can enjoy balanced diets more conveniently.
Nestlé India works towards not only Nutrition, Health and Wellness, but also contributes heavily to society. In the recently concluded Access to Nutrition Index (ATNI), Nestlé India ranks no. 1 for its Corporate Profile. Commenting on the report Mr. Suresh Narayanan, Chairman & Managing Director, Nestlé India said “Our commitment to Nutrition, Health and Wellness (NHW) is based on the principle that consumer choice is increasingly driven by nutritional awareness and the desire for improved health and wellness. We believe in a multi-stakeholder and multi-sector approach to resolving the complex issues of undernutrition and obesity.”
At Nestlé, we have identified 3 behaviors that will get us to our desired state. It’s to be Fast, focused and flexible.
In a bid to institutionalize this practice of becoming Fast, Focused and Flexible; we introduced a cultural intervention program - Rise2Gether. As part of the program, in partnership with an external consultant, we identified our current culture across the 8 socio-cultural styles. This was done through an all employee survey that was rolled out to employees. Using the feedback from the employees as well as one on one interviews with senior stakeholders, key areas of improvement were identified. Then, 4 work streams were identified which attempted to bridge the delta between the desired culture and the current culture. These included:
Caring: Creating an inclusive culture by introducing policies that are more contemporary – flexible work arrangements, D&I council, loss of life, accident policy, GHIP for officers.
Learning: Creating an innovative work environment where learning is seen as an adventure and a constant endeavor for each of our employees. This includes Nestlé Self Learning Club, our innovation platform – Inception and an integrated behavioral and functional learning catalogue, called the One Catalogue.
Order: Reducing processes and increasing efficiency and empowerment across levels by putting structure to meetings, introducing no meeting Wednesdays between 9 and 1, simplifying the Monthly Business Plan, etc.
Purpose: The aim of this work stream is to help employees relate to the larger company purpose and help them understand how their day job contributes to it. We had a Purpose day for all employees across factories, branches and HO. Here, we spoke about what the company Purpose is, have beneficiaries of our Purpose speak, had our Business Heads articulate how the different brands contribute to the larger Purpose and how we can commit ourselves to the Purpose in the future.
Women friendly policies
This policy is applicable to all permanent male employees of Nestlé India Limited. The objective of this policy is to acknowledge that the father plays a key role in developing the child and to assist them in fulfilling that role. They are eligible for a leave of 5 continuous days with full pay and benefits.
Nestlé is committed to the Nutrition, Health and Wellness philosophy and to show our commitment towards this, we have installed breastfeeding rooms in public places to help lactating moms.
Sexual harassment Policy
Nestlé has a zero tolerance policy towards discrimination and harassment and does it’s best to ensure a conducive and safe environment for working. We not only abides completely by the provisions of the act, but also try our best to ensure the communication around it is consistent and frequent. In line with this, we adopt the following measures:100% of the white collar, blue collars and contractuals have been trained on it and they go through refresher trainings year on yearWe have developed a video in both English and Hindi explaining the policy and the rights or the women in a story format to ensure better retention of the materialWe have regular trainings of the IC members across locations to ensure that the means of conducting the enquiry or investigation are as per the norm. We have also extended the PoSH policy to our male counterparts, so that concerns on harassment raised by them can also be addressed in the same way Most recently, we have also taken to spreading the awareness on PoSH to our Distributors and to our third party vendors with the intent of communicating our zero tolerance policy towards harassment and discrimination.
At Nestlé, diversity is one of the cornerstones on which our culture and success has been built. In fact, our Purpose statement “Enhancing quality of life and contributing to a healthier future” talks about values rooted in respect. A central respect among them is the respect for Diversity. Nestlé embarked on a focussed journey towards diversity and inclusion in India in 2010 as “Project Harmony”, with a clear focus, to encourage “strength through diversity”. Over the years, our focus has gone from simply attracting or hiring talent to retaining and developing them as well. In 2017 alone, we worked on: Unconscious Bias trainings for union leaders and blue collar employees at the factories to ensure a more inclusive workplace.Launch of flexible work arrangements for women and men in line with the needs of the millennial employees.Video on PoSH to ensure consistent, comprehensive and easy to recall messaging Launch of the Diversity & Inclusion Council with an external representative, 5 Management Committee members and a representative each from Branch, Factory and Head Office;to ensure that diversity is not just treated as an HR initiate but is driven as a business imperative. No Meetings post 6 pm initiative to ensure that women and men can maintain better work life balance and can plan their work better so they don’t have late nights in the office Dual Career Network launch to help spouses of employees with jobs by liaising with consultants and placement agencies.