Nestlé has a rich history in the Philippines (PH) spanning over 110 years. Bem Uychinco, Diversity, Equity, and Inclusion (DEI) lead at Nestlé PH, highlighted that respect is fundamental at every level of the organization.
“The way we operate is rooted in respect, and everyone’s experiences are valid,” she noted. This culture of respect allows Nestlé to create a positive impact not only within the organization but also in society, leading to a more enriching contribution to the country.
Nestlé’s approach to diversity is inspired by the varied preferences of its consumers, driving innovation in products and services.
The company’s DEI efforts are built on five key pillars.
Gender balance
Uychinco proudly stated that Nestlé PH has achieved a healthy gender balance, with 47 percent women and 53 percent men across the organization. Impressively, 56 percent of the leadership team are women. However, there are opportunities for improvement in factories, where the workforce is 25 percent female and 75 percent male. Nestlé is partnering with institutions like the Department of Science and Technology to reach more women in engineering and STEM fields. “This is not just a Nestlé reality; it’s a Philippine reality,” she explained, noting the thin talent pipeline for female engineers.
People with disabilities
Promoting a culture where no one is left behind, Nestlé has ensured that 5 percent of its employees identify as PWD or have declared their disability status. The company uses a self-ID tool where employees can voluntarily update their diversity profile, enabling Nestlé to craft programs tailored to their needs.
LGBTQ+ community
The self-ID tool also helps Nestlé understand its LGBTQ+ population, which comprises roughly 10 percent of the organization. Uychinco takes pride in creating an environment where employees can bring their whole selves to work, regardless of sexual orientation, gender identity, or gender expression.
Race and ethnicity
Nestlé’s workforce spans Luzon, Visayas, and Mindanao, with employees proud to be part of the organization. This diverse context is a strength that Nestlé continues to build upon.
Multigenerational workforce
Nestlé’s workforce includes baby boomers (less than 1 percent), Gen X, Gen Y (more than 50 percent), and Gen Z. The company focuses on bridging generational differences through initiatives like reverse mentorship programs, breaking generational stereotypes and fostering mutual learning.
Uychinco also emphasized that DEI is not just an HR initiative but also a collective effort. “Diversity has a business impact, it’s not just a social trend,” she asserted, citing research supporting this view. Campaigns like the one for Milo, featuring Paralympic athletes and women in sports, showcase Nestlé’s commitment to recognizing the changing times and promoting inclusivity.
For micro, small, and medium enterprises (MSMEs), DEI can be incorporated in various cost-effective ways. Diversity does not always mean hiring a diverse workforce. MSMEs can apply a DEI lens to customer experience and social media presence. Simple actions, such as using inclusive language (“Good morning po” instead of “Good morning ma’am/sir”), can make a significant impact without incurring additional costs.
Uychinco underscored the importance of consistency with brand values and continuous learning. Nestlé partners with organizations that help advance its DEI agenda, recognizing that while good programs are in place, there is always room for improvement.
“Diversity alone will not change the world,” Uychinco concluded. “That’s why we have equity and inclusion practices to celebrate our differences. Everyone has diverse needs, and addressing these needs creates a better place for everyone.”
