For Coca-Cola Amatil, diversity encompasses gender, ethnicity, age, disability, religious beliefs, sexual orientation, socio-economic background, and education. We believe that by bringing together teams of people from different backgrounds, cultures and experiences and harnessing those differences, we build a stronger organisation and deliver stronger results.

Our Diversity and Inclusion Strategy and progress in the area of diversity is reviewed annually by the People Committee of the Board. Our goals are aligned to the requirements of each Business and enable us to respond to the changing needs and expectations of our people, customers, consumers, partners, community and shareholders. Our strategy encompasses sourcing, inclusion and retention, underpinned by our Leadership Capability Framework and Values.

With a strong foundation for diversity and inclusion, we continue to identify opportunities for ongoing improvement, which will include:

Developing an overarching Human Rights Framework aligned with the United Nations Global Compact principles
Continually improving our gender specific core curriculum to accelerate progress of women in leadership roles and remove barriers to inclusion and diversity in operational roles
Strengthening employee engagement so that employee feedback is heard on health, safety and wellbeing, and inclusion and opportunity

Our organisation

takes a leadership position on diversity and inclusion issues, and leverages our leadership as a competitive advantage
develops strong, accountable and inclusive leaders who value unique perspectives
aspires for gender equality and balanced representation across the organisation; in leadership, in opportunity and in reward
recognises the challenges faced by under-represented groups, and takes proactive action to provide opportunities for development, career advancement, and leadership; and
where appropriate, sets targets to drive action and achieve diversity at all levels.

Our leaders

treat everyone fairly, demonstrating our Values through being open and straightforward
excel through building diverse teams
take personal responsibility for driving performance, productivity and innovation through valuing, respecting and capitalising on the unique contributions, perspectives and talents of their teams; and
respect and harness individual strengths and differences to surface the best ideas and insights.

Our people

are recognised and rewarded on ability and merit for their contributions
have, and believe, that there is equal opportunity for growth and advancement
are encouraged through inclusive leadership to fulfil their potential
respect each other for who they are, and demonstrate it through their behaviours; and
reflect the diversity of our markets, customers, consumers and communities at every level in the organisation.

Working Towards Gender Equality

In 2016 we continued to improve our processes, organisation and culture to support diversity and inclusion. We are committed to gender equality and have a range of policies, programs and engagement initiatives to help us achieve this goal. Each Business has gender representation targets in place, set appropriately to reflect local market norms and industry sector and we aggregate our results into Australia and New Zealand, and emerging markets.

At Senior Executive levels (Group Leadership Team and leaders reporting to them) which is a population of 66, 30 per cent of our leaders are female. We saw a slight decrease of one per cent to 29 per cent in women in management overall, mainly driven by a number of restructuring activities that reduced the layers of leadership and increased span of control. Representation of women in management in our emerging markets of Indonesia, Papua New Guinea and Fiji has now reached 25%, in an environment where only 10% of employees are female. Our overall representation of women remained stable at 18%.

Supply Chain

In the Supply Chain area of the business our vision is to create a safe and dynamic supply chain, creating business success through innovation and excellence in operational execution. We believe that by having a diverse and inclusive workplace that we will achieve this.

Our first big goal is to shift the mindset that Supply Chain only have roles suitable for men. This couldn’t be further from the truth, our technological advances in systems and infrastructure, along with the flexibility we have in our work patterns makes this area of the business open to all.

To shift the mindset, we have three key focus areas:

Plant Them

Investing in the education and development of young people across Australia either pursuing a career in Supply Chain or considering their path for the future. We are achieving this through partnership with University’s and targeted programs such as Wayfinder with Deakin University.

Grow Them

Developing our internal employees and create pathways to more senior roles through targeted development, creating flexible work options and removing barriers. Retention is our key priority.

Excel Them

Increase our diversity at all levels including leadership and achieve diverse representation across Supply Chain through key Succession Planning.

Across our company we are committed to Diversity and to shift our Gender Diversity in Supply Chain we believe we have the commitment, leadership and support to achieve this, from our Group Managing Director - Alison Watkins right through to our Team Members making and distributing our product.

Meet Renee our Business Excellence Manager sharing her passion about Supply Chain and how CCA has supported her.

See the investment being put into our Supply Chain business in our state of the art new facilities being built in Richlands QLD.

Transport Controller