Colleague Engagement & Inclusion
Creating a workplace where everyone is valued and empowered by celebrating uniqueness, supporting growth, and building a foundation of respect and shared purpose for all.
亮点
- Our people-focused culture is driven by a strong commitment to engagement, where we foster a sense of connection and belonging among our colleagues. Our culture enhances performance and delivers value to our business and customers.
- A cross-functional committee, comprised of senior leadership, drives inclusion and belonging initiatives across the company and facilitates the sharing of best practices.
- We achieved our goal of attaining global gender pay parity, ensuring equal pay for equal work, regardless of gender, and remain committed to sustaining this moving forward.
- Our 85日 percentile ranking in manufacturing earned us the Gallup Exceptional Workplace Award, highlighting the link between engagement and performance.
Why Colleague Engagement & Inclusion Matters
At Greif, we strive to be an employer of choice, distinguished by our culture and colleague engagement. Building an inclusive and engaging workplace means ensuring equal access to opportunities and resources while fostering a sense of belonging where every colleague feels welcome and valued. Every colleague is essential to our business and should be treated equally, and with dignity and respect. We believe that varied perspectives, ideas, and skills drive innovation, strengthening our ability to fulfill our purpose and execute our Build to Last Strategy. We are committed to equal opportunity for all and will not tolerate harassment or discrimination.
Greif Core Value: Strong Through Diversity |
|---|
我们鼓励并接受文化、语言、地点和思想的多样性。我们的差异决定了我们，但不会将我们分开；我们的共同利益将我们团结在一起。我们虽众志成城，但团结一致：格雷夫。 |
Our Approach
Our framework is based on the LEAD model: Listen, Engage, Act, and Develop. At Greif, we view our culture as a shared responsibility, with all colleagues playing a role in creating an inclusive, engaging workplace. By embedding these values into our operations, we treat inclusion and engagement as core business priorities, ensuring they align seamlessly with broader organizational objectives.
A committee led by the Human Resources team and including representatives from the Executive Leadership Team (ELT), Greif Leadership Council, and cross-functional departments such as Total Rewards and Operational Leadership, oversees our inclusion, belonging, engagement, and retention strategies. Meeting quarterly, the committee provides governance, shares best practices, and tracks progress.
At the local level, colleagues implement tailored initiatives, with the committee serving as a bridge between these efforts and company-wide strategies. The committee establishes alignment through strategic working sessions and transparent communication via the intranet, newsletters, and townhalls.
Additionally, the committee provides strategic direction to a number of cross-functional project teams that address key drivers of inclusion, belonging, and engagement. In 2024, these teams transitioned from planning to full-scale implementation, focusing on initiatives such as a global Exit/Stay Interview program. The Exit/Stay Interview program supports our ability to identify drivers of colleague retention and engagement. The interviews also provide us insights into the appropriate work environments that aid in recruitment and retention.
Engagement & Retention
At Greif, we recognize that colleague engagement plays a crucial role in the retention and success of colleagues. We actively measure engagement and identify areas of improvement through the Gallup Q12 Employee Engagement Survey, conducted annually across our global workforce. To encourage broad participation, we offer the survey in multiple languages.
In 2024, we achieved a 94 percent response rate, with results demonstrating the link between engagement and performance in key areas such as safety, customer service, financial outcomes, and human capital. Our 85日 percentile ranking in the manufacturing sector earned us the Gallup Exceptional Workplace Award, making Greif one of only two manufacturing companies to meet Gallup’s inclusion criteria. Greif’s recognition underscores its leadership in creating a workplace that not only meets but exceeds these ambitious standards, fostering a motivated and high-performing environment.
We use survey insights to drive localized improvements, equipping leaders with resources to address key findings. Following the 2024 results, Greif teams developed 724 action plans to strengthen engagement and enhance the workplace experience.
We continue to make progress towards understanding the retention trends and challenges that contribute to colleague turnover. We are formalizing and standardizing our exit interview process and introducing a stay interview process to help define and improve the infrastructure considerations that make our facilities more inclusive to all colleagues. We also updated our succession planning process for key positions, striving for an improved approach to leadership development.
Recruitment
Recognizing inclusion and belonging as an industry-wide challenge, Greif is committed to embedding inclusive practices across the colleague lifecycle, starting with recruitment. Our recruitment approach focuses on building robust talent pipeline reflecting the communities we operate in through partnerships with universities and institutions, expanding our candidate pool, and leveraging inclusive recruitment tools and platforms. Our comprehensive policies, including our 反骚扰和反歧视政策 和 平等就业机会政策, support these efforts, during recruitment and throughout the colleague lifecycle.
同事资源组
Our colleagues form and operate eight Colleague Resource Groups (CRGs) open to all Greif colleagues, each with sponsors from the ELT. CRGs bring together colleagues who share a defining characteristic—or common interests—or colleagues who are supportive of and/or allied with these groups. In 2024, our CRGs became more coordinated and aligned with company objectives, enhancing their impact and driving greater value for colleagues. During 2024, approximately 700 colleagues actively participated in at least one CRG. Looking ahead, we aim to elevate CRGs as strategic partners in fostering belonging, inclusion and engagement while aligning their efforts with broader business priorities.
| 团体 | 描述 | 成员 | Primary Activities in 2024 |
|---|---|---|---|
| Greif 女性网络 (GWN) | Mission: A diverse and inclusive network working together to inspire, connect and develop women for the success of Greif.
Vision: To support and enhance the experience and contributions of women at Greif, and to elevate diverse perspectives across the organization through gender parity. |
347 |
|
| 黑人员工参与@Greif (BEE@Greif) | Mission: To strengthen a world-class, diverse, engaged and inclusive workforce to deliver on Greif's strategic priorities through a focus on recruitment, retention, learning and advancement of black colleagues at Greif.
Vision: To help shape a culture that empowers the voices and fosters engagement among black colleagues and their allies at Greif. |
172 |
|
| 你好！ | Mission: 使命：¡HOLA！是一个全球社区，旨在促进对拉丁裔/西班牙裔文化及其与我们 Greif 家庭的联系的更深入了解。 Vision: 愿景：¡HOLA! 的目标是通过在 Greif 内部促进西班牙裔和拉丁裔文化的包容性和多样性，激励我们的同事实现协作和创新。我们努力打造一个包容的工作环境，让所有同事都感到自豪，并通过一个全面、协作的环境为我们的客户提供服务。 |
85 |
|
| 下一代 | Mission: To attract and retain our workforce of the future.
Vision: 愿景：为年轻专业人士建立一个支持网络，创造一种珍惜他们机遇的文化，并确保他们的声音在塑造 Greif 的未来时得到倾听。 |
240 |
|
| 边缘 | Mission: To build a confident and outspoken Asian community within Greif.
Vision: 愿景：为亚洲会员提供一个平台，使他们能够认识和克服全球化和文化障碍带来的挑战，充分发挥潜力并做出贡献。 |
87 |
|
| 自豪 | Mission: 为我们的 LGBTQIA+ 同事建立一个支持网络，加深我们对工作场所挑战的理解，并加强多元化、参与度和包容性的员工队伍，以实现“持久建设”的使命。
Vision: An open and welcoming culture, cherishing differences and celebrating all genders, orientations, and lifestyles. |
73 |
|
| 退伍军人 | Mission: 使命：拥抱我们引以为傲的退伍军人同事社区，他们通过分享经验、退伍军人招聘、职业发展、对外交往、专业成长和保留来相互支持和鼓励。通过汇集独特的军事背景，我们力求利用退伍军人的承诺、服务、领导和行动倾向的优势，更好地为 Greif、我们的社区和我们的客户服务。
Vision: Empowering Veterans, Strengthening Greif. |
75 |
|
| Interfaith | Mission: Greif Interfaith Network is a forum where all Greif colleagues can come together to learn about the faith of others and leverage the power of faith to create a positive and constructive impact on Greif, our colleagues, and our communities.
Vision: To develop a network of colleagues who use their faith to educate and learn from one another while making a positive impact on the culture and colleagues at Greif. |
19 |
|
Goals, Progress, & Performance
2025年目标：
- Using a FY17 baseline, improve the representation and advancement of women in management positions by the end of FY25, focusing on enhancing opportunities for professional growth and leadership development for our colleagues.
We achieved our 2025 goal to improve the representation and advancement of women in management positions a full year in advance, focusing on enhancing opportunities for professional growth and leadership development for our colleagues.
Our 2030 goals previously outlined here are currently under review. For more details on our approach, please see the Our Approach to Sustainability 我们报告的部分。
We are proud to have achieved global gender pay parity, reflecting our commitment to fair and equitable compensation by ensuring equal pay for equal work. To maintain this standard, we leverage a comprehensive framework that includes a global job catalogue, standardized job descriptions, and pay ranges across all countries. Additionally, we are conducting a wage gap analysis across all countries where Greif operates to develop actionable plans that address livable wage challenges and promote economic stability.
