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Cultural Evolution is a Journey

Cultural Evolution is a Journey. Why D&I ?. The Business Case. Journey in the Kingdom. If it isn’t broke…. Journey started less than five years ago. 2009 -Solid Progress for the first three years. 2012….time to up our game. Broad objective defined.

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Cultural Evolution is a Journey

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  1. Cultural Evolution is a Journey

  2. Why D&I ?

  3. The Business Case

  4. Journey in the Kingdom If it isn’t broke….. Journey started less than five years ago 2009 -Solid Progress for the first three years 2012….time to up our game

  5. Broad objective defined Task force formed – mixed perspectives Mandate - think beyond Maintain focus on sustainability

  6. We asked how might we: • Win the war for talent • Proactively set strategy against key trends ahead of the game • Adapt and customize relevant best practices • Ensure an inclusive environment – no man left behind • Change the game on staffing • Build & implement facilitative C&B policies

  7. Where are we and what do we need to change? What are the Barriers? • Misconceptions and assumptions related to hiring • Facilities & financials • Technology / infrastructure • Perceptions regarding success factors • Lack of clarity on regulatory environment What are the Enablers? • Empowerment • Safety • Tone from the Top - Commitment to investing for the future • Inclusive culture • Firmly embed the business case - ROI • Establish attainable & sustainable goals

  8. Conclusion Looking through a different lens, the potential for change was vast Policies Culture Work force planning Recruitment Development Branding Broader stakeholder engagement

  9. 2013 Highlights 1st BU within AMEA to launch the newly refreshed and redesigned MT program in 2013 GCC Beverages will be pioneering the way to launch the new MT Program. Creating more career opportunities for local talent, by offering a variety of experiences that will help build a leadership pipeline for the future - November 2013 The PepsiCo Accelerated Leadership Program provides an opportunity for accelerated career growth for our future leaders. Hired 50 females in front line roles Following an extensive attraction and selection process, of over 80 Saudi Female candidates; 50 Females were successfully hired and trained to fill frontline roles within our Riyadh Snacks plant – September 2013

  10. Gender FEMALES 2009 8 2013 92 Females now play key roles in different functions including front line sales Talent Sustainability

  11. Special Needs HEARING IMPAIRED 2009 7 2013 43 A program that started in Jeddah has now expanded to include Riyadh Talent Sustainability

  12. Localization SAUDIZATION 2009 611 2013 989 Partnered with 6 different government agencies and manpower feeders to reduce Saudi unemployment rate Talent Sustainability

  13. From zero to 100 in four years…and the journey is just beginning. Hend AlNofal HR MGR SAUDI ARABIAN Awards: 2011 Harvey Russell Award One of several Saudi national talents being provided with critical experiences outside of the Kingdom.

  14. Top 5 for Organizations

  15. Top 5 for Government

  16. Top 5 for you

  17. Top 5 for Leaders

  18. THANK YOU!

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