Diversity, Inclusion, & Belonging

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.

Living our Values

Our commitments to diversity, inclusion, and belonging have 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're 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.

Kraft Heinz Diversity, Inclusion and Belonging
Kraft Heinz Diversity, Inclusion and Belonging Kraft Heinz Diversity, Inclusion and Belonging Kraft Heinz Diversity, Inclusion and Belonging Kraft Heinz Diversity, Inclusion and Belonging Kraft Heinz Diversity, Inclusion and Belonging Kraft Heinz Diversity, Inclusion and Belonging

Kraft Heinz Global Inclusion Council

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 all 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:

  • Miguel Patricio, Chief Executive Officer; Council Chair
  • Elio Leoni Sceti, Member, Board of Directors
  • Tim Kenesey, Member, Board of Directors
  • Carlos Abrams-Rivera, President, U.S. Zone
  • Rafael Oliveira, President, International Zone
  • Melissa Werneck, Global Chief People Officer
  • Rashida La Lande, Senior Vice President, Global General Counsel and Head of ESG and Government Affairs; Corporate Secretary
  • Pamay Bassey, Chief Learning and Diversity Officer

Our 2025 Aspirations

We are on a journey to ensure representation and make inclusion real, 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 are a starting point in a long journey ahead.

Kraft Heinz Diversity, Inclusion and Belonging

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: In the U.S., by 2025, we aim for people of color to represent 30% of the salaried employee population.

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 Workforce Representation

Kraft Heinz Diversity, Inclusion and Belonging

Our annual EEO-1 Reports for 2019 and 2020 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 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.

Business Resource Groups

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 also offer learning and development opportunities, assist in talent recruitment and create a network of support for employees. BRGs across our global footprint include:

  • Asian Pacific American BRG (U.S.)
  • Black BRG (U.S.)
  • Diversity & Inclusion Committee (Canada)
  • LGBTQ+ BRGs – KH Pride (U.S.) and Proudz (Europe)
  • LiveWell BRG – Health & Wellness (Australia/New Zealand, Netherlands, and U.K.)
  • Reconciliation Action Plan BRG (Australia)
  • Sabor BRG – Latinx/Hispanic (U.S.)
  • The 57 BRG (Netherlands and U.K.)
  • Veterans’ BRG (U.S.)
  • Women’s BRG and Gender Equality Network BRG (Europe and U.S.)

Growing Our Talent

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

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: Identifying Strengths, How Women Rise, Disrupt Yourself, Team Leadership, Making Tough Decisions, and Influencing. This unique program also builds community across functions and locations.

Kraft Heinz Diversity, Inclusion and Belonging

WeLead

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.

Kraft Heinz Diversity, Inclusion and Belonging

Mentoring Program

We believe a robust mentoring culture will contribute to a highly engaged workforce, that will in turn serve our consumers more effectively. Our consumers are at the center of everything we do, and we are building a culture of creativity to anticipate and respond to their future needs. The Mentor KHC program objectives are to:

  • Improve leadership bench strength by developing talents into strong business leaders and partners
  • Foster connection and community with broader KHC organization
  • Provide clarity in career paths at Kraft Heinz, tailored to individuals’ interests and aspirations
Kraft Heinz Diversity, Inclusion and Belonging

Lifting our Communities

Commitment to Equality and Social Justice

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.

Events during the summer of 2020 were a call to action, and we as a Company accepted our duty to be part of the solution by taking action in support of the Black community, social justice, and racial equality. In June of 2020, we responded to the killing of George Floyd and others and pain felt by the Black community and allies across the globe by announcing ten commitments. Each of the commitments that we shared in our June 8, 2020 press release were fulfilled and many are ongoing elements of our company culture. A few examples include the following:

  • We provided an additional $1 million in financial support to social justice organizations and food-focused programs, including the United Negro College Fund, My Block My Hood My City, Minneapolis Second Harvest Food Bank, and 412 Food Rescue, among others.
  • June 19, 2020 was our inaugural Day of Service in the U.S. In solidarity, our teams in the Canada and International zones hosted Days of Service or programming related to racial equality and social justice. The Day of Service is now a part of our annual calendar.
  • We launched the Kraft Heinz Global Inclusion Council in October 2020.
  • To further develop Black employees, we launched the WeLead Accelerator Program and the Black Business Resource Group Mentoring Program. We have since continued to invest in these impactful programs. Educational resources and training were created to drive inclusive leadership and interrupt bias in hiring and performance management. Our learning ecosystem includes a vast library of content related to diversity, inclusion, and belonging, and we will continue to invest its expansion.

Across our global footprint, we are committed to addressing issues of inequality as part of our ongoing journey. Additional examples include:

External Partnerships

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.

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.

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 (Leading Executives Advancing Diversity) (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.

Lime Connect (Canada) – Represents the largest network of high-potential university students and professionals - including veterans - who happen to have disabilities in the world.

National Association of Women in Operations (NAWO) (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.

Network of Executive Women (U.S.) – Mission is advancing all women, growing business and transforming our workplaces through the power of community.

Women in the Workplace (Canada and U.S.) – 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.

Awards and Recognition

We are 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.

  • Pamay Bassey, Chief Learning & Diversity Officer, recognized in Crain’s Chicago Business 2021 Notable Executives in Diversity, Equity and Inclusion
  • Kara Albert, Head of US Engagement and D&I, named to Crain's Chicago Business list of 2021 Notable LGBTQ+ Executives
  • Colin Jansen, Manager DI&B – International - recognized as Top 100 DE&I leaders to follow by Canvas
  • 2021 – 100 Score on Human Rights Campaign Corporate Equality Index (CEI) for third consecutive year. CEI rates corporate policies and practices for LGBTQ+ inclusion.
  • #181 on Forbes World’s Best Employers 2020
  • #17 on Forbes Top Regarded 2019
  • Kraft Heinz Canada- Great Place to Work-Certified™ by Fortune 2020 - 2021
  • Forbes Canada’s Best Employers 2021
  • Kraft Heinz Canada - Great Place to Work, Best Manufacturing Workplaces 2021