Here at Kraft Heinz, we choose to welcome everyone at our table by valuing and respecting all voices. All employees have access to opportunities that enable them to contribute and grow. Our focus on diversity, inclusion, and belonging helps us connect with our consumers, attract and grow employees who are eager to leverage multiple perspectives to solve complex challenges, and innovate in an ever-changing industry.
Our commitment to diversity, inclusion, and belonging has been continuously expanding as part of our global strategy. Over the years, we have built a solid foundation of awareness through our learning ecosystem, as well as community and engagement through our business resource groups across the globe. We have been educating and training our leaders to be inclusive and spotlighting exemplary employees from all backgrounds.
At Kraft Heinz, “We demand diversity.” Our diversity, inclusion, and belonging strategy is an integral part of the “People With Purpose” part of our global enterprise strategy and is focused on four key areas: Representation, Communication & Learning, Culture, and Communities.
We walk in our Purpose, Let’s Make Life Delicious, by living our Values. These core six beliefs bring our Purpose to life. They make up our common language, define our shared culture – and reflect the Company we are working to become each day.
One of our six Company Values, “We demand diversity” states: “We are inclusive. All voices matter. We will not just listen, but truly work to hear different points of view. Diverse backgrounds and perspectives make us stronger, more interesting, and innovative.”
Learn more about our Company's Purpose, Vision, and Values.
The Kraft Heinz Global Inclusion Council creates strategic accountability for results, and provides governance, oversight, and reporting on diversity efforts and initiatives. The Council is a critical driver in fostering real organizational change, establishing priorities, and managing integrated and cross-functional initiatives. The Council provides platforms for overseeing and assessing the effectiveness of all relevant initiatives and introducing reform when needed.
The Council is committed to being solution-focused. Exhibiting cultural humility, the Council continually educates each other and the organization about issues and concerns from across our populations, and focuses on creating, executing, and measuring solutions and aspirations that allow us to focus on our Company’s Purpose: “Let’s Make Life Delicious” for employees, consumers, customers, suppliers, and stakeholders from all backgrounds and lived experiences.
The council includes:
We are on a journey to create a diverse and inclusive workplace, so people can contribute their unique perspectives and ideas, grow great careers, and do their best work. Everyone should feel seen, heard, valued, and respected.
What is our winning aspiration for the future of Kraft Heinz? We aim to match the demographics of the communities in which we operate.
We know we have work to do. Our Values, “We dare to do better every day” and “We own it,” are commitments we make to each other and to consumers around the world. Our 2025 aspirations were simply a starting point.
Gender - We aim to achieve gender parity within management positions by 2025.
Race/Ethnicity - We aim to achieve demographic parity in the countries in which we operate. For example:
As we continue our journey, we will set aspirations in additional countries within our global footprint.
Inclusion - We aim to see engagement survey results in the top quartile. - We will continue seeking out external recognition as a company that values inclusion.
Our annual EEO-1 Reports for 2019, 2020 and 2021 are available for download below. The EEO-1 Report is a snapshot in time of our U.S. demographics and based on categories prescribed by the U.S. federal government. These categories are not necessarily representative of how our industry or workforce is organized. The information provided in our annual Environmental Social Governance Report offers a more accurate representation of our progress toward diversity, inclusion, and belonging. To align with U.S. government reporting requirements, data in the EEO-1 Report uses traditional gender categories of male and female. At Kraft Heinz, we deeply respect that gender is nonbinary; reporting in this manner does not represent our position on the issue.
Since 2016, Kraft Heinz has enabled groups and individuals to form and lead Business Resource Groups (BRGs), to help foster diversity, inclusion, and belonging for all employees. BRGs offer learning and development opportunities, assist in talent recruitment, and create a network of support for employees. BRGs across our global footprint include:
We are committed to our Value, “We champion great people.” Through our award-winning learning ecosystem, we advance personal and professional development across the globe and in multiple languages. We also promote candid and constructive feedback, regular coaching, and mentoring. In addition, we have created development programs and experiences for women and people of color to foster inclusion and belonging. The WE Network, WeLead, and Mentor KHC are examples of such programs.
The WE Network is a global accelerator program focused on leadership development for women. Participants are at the Associate Director level and being developed to be the next generation of Kraft Heinz leaders.
Through virtual and live sessions, participants strengthen their skills to support infinite success, including sessions entitled: Identifying Strengths, How Women Rise, Disrupt Yourself, Team Leadership, Making Tough Decisions, and Influencing. This unique program also builds community across functions and locations.
The WeLead Accelerator Program was launched in 2020 as part of our diversity, inclusion, and belonging commitments. This six-month long program is designed to develop the leadership potential of our employees who identify as people of color. During this immersive program, leaders learn critical business and communication skills, build connections, learn how to deliver results, and activate our values through our leadership principles. The program cultivates an environment that leverages participant's talents and addresses their unique needs as people of color while maximizing their career potential here at Kraft Heinz.
We believe a robust mentoring culture contributes to a highly engaged workforce that will in turn serve our consumers more effectively. The Mentor KHC program objectives are to:
Consistent with our Values: "We demand diversity" and “We do the right thing,” Kraft Heinz is committed to using its platform to combat discrimination and support equality and social justice across our global footprint. We strive to always do right by our employees, customers, partners, suppliers, and the communities we serve.
Across our global footprint, we are committed to addressing issues of inequality as part of our ongoing journey. Examples include:
Agora Network (Netherlands) - Agora Network brings professionals together to share knowledge and experiences, make networks available and empower one another. In this way, Agora contributes to the retention and growth of culturally diverse talents.
Ascend (U.S.) - The largest Pan-Asian business professional membership organization in North America. Their mission is to drive workplace and societal impact by developing and elevating all Asian and Pacific Islander (API) business leaders and empowering them to become catalysts for change.
Catalyst (Global) - A nonprofit supported by many of the world’s most powerful CEOs and leading companies to help build workplaces that work for women. Founded in 1962, Catalyst drives change with preeminent thought leadership, actionable solutions, and a galvanized community of multinational corporations to accelerate and advance women into leadership—because progress for women is progress for everyone.
DePaul University (U.S.) – Kraft Heinz employees gain the skills and knowledge they need to take their career to the next level through Kraft Heinz’s partnership with DePaul University. Through this partnership, employees receive streamlined admission, tuition discounts, superb faculty, peer networking and a well-respected degree. DePaul and Kraft Heinz also partner to provide curated learning content (e.g., Reframing Stress and Igniting Innovation & Creativity) to Kraft Heinz employees.
Disability:IN (Global) - The leading nonprofit resource for business disability inclusion worldwide.
Diversity in Grocery (U.K.) – Harnessing the power of FMCG businesses and coming together as a community to be a catalyst for change. Inspiring and challenging everyone in our sector to progress Diversity and Inclusion.
Hockey Diversity Alliance (Canada) – Purpose is to eradicate systemic racism and intolerance in hockey. HDA is committed to inspire a new and diverse generation of hockey players and fans.
LEAD Network (Europe) – The mission of the LEAD Network (Leading Executives Advancing Diversity) is to attract, retain and advance women in the retail and consumer goods industry in Europe through education, leadership, and business development.
Linkage Women in Leadership Institute (Global) – The institute brings together 2,600+ women leaders for an exceptional and results-driven leadership development experience. With a 22-year history, WIL is a leading women’s leadership conference, and has empowered thousands of women to scale the common hurdles to advancement in the workplace.
National Association of Women in Operations (Australia) – The leading national network for women in operations, actively led and resourced by an inclusive multi-industry community of industry professionals and an experienced executive team.
National Sales Network (U.S.) – National Sales Network (NSN) is a 501(c)(3), not-for-profit membership organization whose objective is to meet the professional and developmental needs of sales and sales management professionals and individuals who want to improve their professional sales skills.
NextUp (North America) – The mission of NextUp is to advance all women, growing business and transforming our workplaces through the power of community.
Nijiiro Diversity (Japan) – Bridges the gaps facing the LGBT community within society. We hope to gift future generations a better society for all, regardless of their sexual orientation, gender identity.
Pride Connection (Mexico) – Pride Connection Mexico is an organization that provides information, spaces and training on diversity and workplace inclusion for people from the LGBTQ+ community who work in companies in Mexico.
Rise & Lead Women (Netherlands) – Rise and Lead Women is a not-for-profit organization that offers women resources for both personal and professional development to become leaders, thus accelerating gender-balanced leadership within this community.
Stanford Black Leaders Program (North America) – A one-week intensive leadership program that creates the space and support to help delve into the challenges and opportunities of being a Black leader today. Through reflection and connection with people who share similar experiences, participants create a meaningful network to guide them on their leadership journey.
Women in the Workplace (North America) – A multi-year joint research effort by McKinsey & Company and LeanIn.org and the largest comprehensive study of the state of women in corporate America.
Workplace Pride (International) – Workplace Pride uses over a decade’s experience and accumulated knowledge to push the boundaries of LGBTIQ+ inclusion in the workplace. Awareness raising, measurement, research, training, and network building through targeted events are the pillars of the Foundation’s work. Complementing these are speciﬁc programs for young LGBTIQ+ people and LGBTIQ+ women alongside custom-made training.
Kraft Heinz is a great place to work and grow. Both individual employees and the company have received awards and recognitions to celebrate that. They demonstrate our commitment to our employees, diversity, inclusion, belonging, learning, and our culture.