A safe work environment is fundamental, but the workplace should also offer opportunities for development and for a healthy life, as well as a true spirit of inclusiveness and diversity. Investing in health and inclusion programs increases morale and job satisfaction, creativity and innovation.
What we are doing
We strive to create a workplace that reflects the diversity of our communities, and contributes to the health and well-being of all associates. This is an environment where each person feels valued and inspired to develop to their full potential. It is an ambition that matches our values and helps us remain innovative and competitive.
A healthy workplace
Our healthy living programs for associates aim to make healthier choices easy: providing free fruit in a number of offices, educational programs on nutrition and weight loss, and smoke-free campuses are only a few of our initiatives. And healthy, aware associates can support customers in making healthier decisions in our stores, so the benefits stretch far beyond our own company. Many of our associates are also inspired to participate in local community-support health initiatives, making us a better neighbor.
An inclusive workplace
With more than 410,000 associates in 10 countries, our associates reflect the local communities we serve and the people we do business with. In 2017, we turned Diversity & Inclusion (D&I) from an HR concept into a tangible business goal by embedding this work into everything we do. Our Global Diversity and Inclusion Network created a global framework to serve as a compass for our brands to use locally. This framework includes three key focus areas and is guided by our D&I Ambition:
At Ahold Delhaize, we strive to be a better place to work where our associates reflect the markets we serve, where their voices are heard and valued, they find purpose in their work, and can grow and contribute to the fullest.
Different backgrounds, different perspectives, shared values…this is what makes us better together.
Some of our key accomplishments include resigning the LEAD CEO Pledge for gender equality, instituting balanced slate mandate for VP+, implementing an HR scorecard with key D&I KPIs, embedding inclusive behaviors into our Leadership Journey Model, and all US brands received a 100% on the HRC Corporate Equality Index for LGBTQ inclusion.
We measure on an annual basis our associates’ perception of the inclusiveness and healthiness of our workplaces in our Associate Engagement Survey. Through the survey, we ask our associates about the support they receive from Ahold Delhaize brands to have healthier lives and how Ahold Delhaize brands support a more inclusive workplace.
We will continue to expand our many initiatives to embed health and inclusion in our workplace. To help our associates be the best they can be, we have started taking a more holistic and global approach to their well-being. Company-wide, in addition to healthier food opportunities and ambassadors, we are providing tools and training on how to recognize, minimize and handle stress.
Our internal D&I efforts will focus on embedding inclusion into all policies, practices and initiatives. As an international organization, we often face cultural differences and challenges, but we aim to ensure our values are reflected in our behavior towards, opportunities for, and support of all our associates, wherever they are.