Diversidad, equidad e inclusión
Building a diverse workforce to serve our diverse global customers.
Reflejos
- Our culture is based on a people focus, enriched by the value we place on diversity, equity and inclusion. Through our strategic mission to create thriving communities, we are focused on creating a sense of community and belonging by welcoming diverse perspectives, ideas, skills, knowledge and cultures throughout our organization and into our communities.
- In 2022, we expanded our Colleague Resource Groups (CRG) by adding two additional groups, EDGE and PRIDE, bringing our total to six. Approximately 1,000 colleagues participated in our CRGs in 2022.
- Greif recognizes that attracting and recruiting diverse talent is not enough. Our efforts to grow, develop and engage diverse talent are vital to meeting our long-term diversity, equity and inclusion goals and executing our Build to Last strategy.
Por qué son importantes la diversidad, la equidad y la inclusión
Greif values diversity, equity and inclusion and welcomes diverse perspectives, ideas, skills, knowledge and cultures throughout our organization. Integrating diversity into our core values and strategic mission fosters inclusive conversations, enabling us to treat our people the right way and expand our perspectives. We are committed to equal opportunity and do not tolerate harassment and discrimination in the workforce.
Valor fundamental de Greif: Fortalecimiento a través de la diversidad |
|---|
Alentamos y aceptamos nuestra diversidad de cultura, idioma, ubicación y pensamiento. Nuestras diferencias nos definen pero no nos dividen; nuestros intereses comunes nos unen. De entre todos, somos uno: Greif. |
Gobernancia
Greif’s success hinges on building a diverse, equitable and inclusive workforce. With regular support from our Board and Executive Leadership, the Global Talent Center and Human Resources Team drive our diversity, equity and inclusion strategy. We built our diversity, equity and inclusion framework using the LEAD model: Listen, Engage, Act and Develop colleagues for the good of Greif and the communities where we operate. That ability begins at the leadership level, which is why our Leadership Council’s Diversity, Equity and Inclusion Team actively develops of our goals and Colleague Resource Groups (CRGs). Greif strongly believes fostering a diverse and inclusive workplace is a shared responsibility throughout the organization. For that reason, we do not have a Chief Diversity Officer or other centralized positions.
Playing a central role in our diversity, equity and inclusion efforts are our CRGs. CRGs are composed of Greif colleagues who share or are an ally for people who identify with a defining characteristic, such as gender, ethnicity, religious affiliation, sexual orientation, generational or other common interests. The groups exist to provide personal or career development support and create a space where colleagues can bring their whole selves to the table in alignment with our organization’s objectives. In 2022, we expanded our CRGs by adding two groups, EDGE and PRIDE, bringing our total to six. Approximately 1,000 members comprise Greif’s CRGs, and all six groups regularly report to the Executive Leadership Team.
Greif’s 2022 Colleague Resource Groups
| Grupo | Descripción | Number of Members | Primary Activities in 2022 |
|---|---|---|---|
| Red de Mujeres de Greif (GWN) | Misión: Una red diversa e inclusiva que trabaja en conjunto para inspirar, conectar y desarrollar mujeres para el éxito de Greif.
Visión: Apoyar y mejorar la experiencia y las contribuciones de las mujeres en Greif, y elevar las diversas perspectivas en toda la organización a través de la paridad de género. |
316 |
|
| Empleados negros participan en Greif (BEE@Greif) | Misión: Fortalecer una fuerza laboral de clase mundial, diversa, comprometida e inclusiva para cumplir con las prioridades estratégicas de Greif a través de un enfoque en el reclutamiento, la retención, el aprendizaje y el avance de los colegas negros en Greif.
Visión: Ayudar a dar forma a una cultura que empodere las voces y fomente el compromiso entre los colegas negros y sus aliados en Greif. |
168 |
|
| ¡HOLA! | Misión: ¡HOLA! es una comunidad global que tiene como objetivo promover una comprensión más profunda de la cultura latina/hispana y su conexión con nuestra familia Greif. Visión: El objetivo de ¡HOLA! es marcar una diferencia que inspire a nuestros colegas a lograr la colaboración y la innovación, a través de la promoción de la inclusión y la diversidad de las culturas hispanas y latinas en todo Greif. Nos esforzamos por construir un entorno de trabajo inclusivo, en el que todos los colegas se sientan orgullosos, con un entorno integral y colaborativo para servir a nuestros clientes. |
169 |
|
| Próxima generación | Misión: Atraer y retener nuestra fuerza laboral del futuro.
Visión: Desarrollar una red de apoyo para jóvenes profesionales y crear una cultura que aproveche sus oportunidades y garantice que sus voces se escuchen a la hora de dar forma al futuro de Greif. |
294 |
|
| BORDE | Misión: Construir una comunidad asiática segura y franca dentro de Greif.
Visión: Proporcionar una plataforma para que los miembros de Asia alcancen su máximo potencial y contribuyan reconociendo y superando los desafíos de la globalización y las barreras culturales. |
93 |
|
| ORGULLO | Desarrollar una red de apoyo para nuestros colegas LGBTQIA+, profundizar nuestra comprensión de los desafíos en el lugar de trabajo y fortalecer una fuerza laboral diversa, comprometida e inclusiva para cumplir con las misiones de Build to Last. | 55 |
|
We are committed to pay equity and pay transparency, recognizing that fair compensation is critical to attracting and retaining a diverse workforce. Following the completion of our study of pay equity based on gender, examining the pay of colleagues performing similar work, considering job level, career stage and location factors, we have continued to address pay inequities. We update the business on pay equity as we invest in measures to monitor and progress toward pay parity and reaching our 2030 goal of global gender pay parity. As of our annual compensation review in early 2023, Greif’s unadjusted pay gap is a mere 1 percent. Greif will continue to leverage our Job Catalog, Global Job Descriptions, and pay ranges in all countries and global grades to achieve pay parity.
Greif recognizes that achieving our diversity, equity and inclusion objectives requires attracting and recruiting diverse talent and ensuring we create a culture of community and belonging where all colleagues can learn, grow and develop. Retaining diverse talent is vital to executing our Build to Last strategy. In 2022, we began an analysis to identify challenges and pain points that may contribute to a colleague’s decision to leave the organization, particularly those that identify as women, and updated our succession planning for key positions to include diversity considerations. We are expanding our partnerships with universities and institutions globally as we strive to develop a more diverse talent pipeline. Additionally, Greif’s Política contra el acoso y la discriminación applies to all individuals during the recruitment phase and professional development opportunities.
In 2022, colleagues at the manager level and above (including the Board of Directors and Executive Leadership Team) completed unconscious bias and inclusive leadership training through Greif University. Regional facilitators delivered the training and tailored the program to how biases appear in each region while accounting for cultural demographics and other regional characteristics. In 2022, nearly 800 leaders participated in this program, a significant increase from 213 in 2021. In 2023, we plan to continue rolling out diversity, equity and inclusion training to all remaining managers. The training will address unconscious bias, inclusive leadership and our goals. Greif will also facilitate quarterly sessions to provide an open forum for managers to share best practices and their experiences in their day-to-day roles. All Greif colleagues have access to this training. To complement this training, we have also introduced a variety of diversity, equity and inclusion learning opportunities, including guest speaker events and focus groups. Additionally, diversity training is available in Skillport and the upgraded Greif University as of FY 2023.
Metas, progreso y desempeño
2030 Goals:
- Lograr la paridad salarial de género a nivel mundial1.
- Increase the number of female colleagues in our workforce to 25%.
- Estar dentro del 25 por ciento de las mejores empresas manufactureras a nivel mundial en cuanto a puntajes de compromiso de sus colegas mujeres, según lo medido por la encuesta anual de fuerza laboral de Gallup.
In 2022, 18 percent of our management-level colleagues identified as women, compared to 16 percent in 2021. We continue to leverage our Leadership Council and the GWN to reinforce the importance of creating a diverse talent pipeline and ensuring we attract and retain female leaders across Greif. We are investing in and leveraging our CRGs to tap into professional networks and associations that can broaden our recruiting strategies and will continue to educate our leaders through our Inclusive Leadership Learning journey.
|
|
FY 2017 |
FY 2018
|
Año fiscal 2019
|
Año fiscal 2020
|
Año fiscal 2021
|
Año fiscal 2022
|
|---|---|---|---|---|---|---|
| % Women in Management |
17.0% |
16% |
16% |
16% |
16% |
18% |
|
% Women in Workforce* |
25.0% |
24% |
23% |
23% |
23% |
15% |
Inclusive Leadership Training
The Inclusive Leadership Journey teaches people managers and senior leaders at Greif about inclusive leadership. The program covers the foundations of inclusive leadership for global leaders to develop and exhibit inclusive behaviors in the workplace. The training goes in-depth about defining and discussing the impact of unconscious and implicit bias, best practices for inclusion and actionable steps and examining the impact of inclusion. The learning journey includes a confidential assessment of each participant's current level of inclusive behavior and a personalized action plan for implementing key topics. The first iteration of sessions began in October 2021 and continued through April 2022. Plans to resume these sessions and unconscious bias training in 2023 are in place.
Global Diversity Awareness Month
The Greif Women’s Network (GWN) celebrated its ongoing commitment toward progressing our Diversity, Equity & Inclusion (DE&I) Journey. The GWN reinforced its mission to foster DE&I by encouraging our colleagues to nominate coworkers as a Diversity Champion because they demonstrate an appreciation of DE&I. We featured each Diversity Champion winner in GreifNews and on the GWN InsideGreif page. Colleagues also participated by giving back through charitable donations. We sold diversity t-shirts through our online store and donated the proceeds to Dress for Success Columbus, a global non-profit organization that empowers women to achieve economic independence by providing a network of support, professional attire and development tools to help women thrive in work and in life. Through these efforts, the GWN progressed their mission by encouraging diversity in our community.
Colleague Resource Group Expansion
Colleague Resource Groups (CRGs) are composed of Greif teammates who share characteristics or are an ally for people identifying with a defining characteristic, such as gender, ethnicity, religious affiliation, sexual orientation, generational or other common interests. In 2022, we expanded our CRGs by adding two additional groups, EDGE and PRIDE, bringing our total to six. EDGE is focused on building a confident and outspoken Asian community within Greif and aims to provide a platform for members in Asia to achieve their full potential. PRIDE provides a supportive network for our LGBTQIA+ colleagues and seeks to strengthen our diverse, engaged and inclusive workplace to deliver on Build to Last missions.
