Proud to be an inclusive, diverse company

Inclusion
  • Inclusion is synonymous with innovation
  • Our diversity and inclusion ambitions
  • Surveying employee needs
  • Ambitious inclusion targets
  • Internal mobility for professional growth
  • Employees by gender
  • Fair compensation and decent work
  • Discover our projects
  • Discover more
Inclusion is synonymous with innovation
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At Givaudan we believe that inclusion is synonymous with innovation. We know that a diverse workforce creates closer connections with our employees, customers and partners.

We are a global company proud to operate in myriad different societies and cultures around the world. Our workforce should reflect this broad reach, hence our strong commitment to diversity and inclusion. Diversity and inclusivity lie at the heart of our business ethos. They enable us to navigate our complex operating environment and better serve our customers.

As a company operating in diverse markets globally, our ability to embrace inclusivity enhances our understanding of consumer needs, preferences and global nuances. Encouraging the diverse perspectives of our workforce fuels our innovation and creativity, enabling us to create products that resonate with a wide range of consumers, from global luxury markets to everyday essentials.

Our creations in taste, wellbeing, fragrance, and beauty have touched billions, spreading joy and wellbeing worldwide. These creations are often inspired by our customers, who produce a wide array of products, from global to local, luxury to everyday. By engaging a diverse set of employees, we gain profound insights into consumer needs and can leverage a variety of ideas to serve the world’s tastes, preferences and cultures.

This is why our ambition to become a leading company for inclusion is grounded not only in the well-documented benefits to employees but also in the advantages it brings to customers, consumers, communities, and ultimately, to Givaudan’s future success.

Our diversity and inclusion ambitions
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Our diversity and inclusion ambitions

Before 2030, we will be an even more balanced and inclusive Company

  

TARGET

By 2030,
we will be rated amongst the
leading employers for
inclusion globally

STATUS 2023

74%1


Element
Actions and measures
Text
  • Inclusive job ads
  • Balanced slates for hiring and promotion
  • Hiring manager training
  • Striving towards equal pay
  • Managing unconscious bias at work
  • Removing workplace barriers through dedicated initiatives
       

 

  1. Internal inclusion score

  

TARGET

Before 2030,
50% of our senior leaders
will be from high growth markets
(baseline 2018)

STATUS 2023

28%


Element
Actions and measures
Text
  • Assessing and reviewing the numbers of our workforce, particularly relating to gender and nationality
       

  
Read more on our 2023 DE&I actions and measures

   

TARGET

Before 2030, 
50% of our senior leaders
will be women
(baseline 2018)

STATUS 2023

28% 


Element
Actions and measures
Text
  • Tracking progress in this regard, including the percentage of women and high growth market nationalities in leadership positions
       
Surveying employee needs
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Surveying employee needs

To monitor how we are doing on inclusion and engagement, we conduct regular employee surveys. These attest to a strong feeling of belonging and inclusivity: 80% of our employees took part in our 2023 employee engagement survey and results show a deep pride in Givaudan and solid team relationships, as well as some areas that we need to improve on.

Our 2023 employee engagement survey also measured employees’ perception of inclusion. The result, of 74%, provides insights into our organisation’s inclusivity and serves as a baseline for improvement. 

Ambitious inclusion targets
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Ambitious inclusion targets

As a leading employer in the industry, with more than 16,000 employees, including more than 90 nationalities, we reflect the societies and cultures in which we operate by providing opportunities for people of all backgrounds, gender, age and location.

We have been examining our HR processes, particularly talent management, and scrutinising equity and support for underrepresented employees in senior management. We continue to mentor and coach our talent, with a particular focus on younger employees and women.

Internal mobility for professional growth
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Internal mobility for professional growth

Our Leaders Connect mentoring initiative connects a diverse group of 40 young mentees and 20 of our most senior leaders. The aim is to build early relationships with our diverse talents across the world and provide younger talent with a chance to build connections and strengthen internal networks. This accelerates career confidence and development opportunities.

Employees by gender
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Employees by gender

2021

2022

2023

Total number of full time employees2

16,842

16,676

16,263

Total headcount1

14,128

15,119

14,740

 

 

 

 

Total number of employees (headcount)1

14,128

15,119

14,740

- Women

5,579

6,031

5,943

- Men

8,549

9,088

8,797

New employee hires1

2,332

1,883

1,530

- Women

878

762

649

- Men

1,454

1,121

881

Turnover rate1

10%

12%

13%

- Women

10%

12%

12%

- Men

10%

12%

13%

  1. These are based on headcount, defined as the number of physical people, including internal temporary and regular employees in all Givaudan entities and acquisitions except DDW, Custom Essence, Ungerer, Expressions Parfumées, Fragrance Oils, Albert Vielle, Vika and Alderys.

  2. Includes all Givaudan entities and the 19 acquisitions since 2014.

  

Senior leaders
(including the Executive Committee) by gender

2021

2022

2023

Women

51

57

59

- in percentage

26%

27%

28%

Men

148

151

151

- in percentage

74%

73%

72%

Total

199

208

210

Total employees

19,842

16,676

14,740

 

Employees by 
employment type

Full-time

Part-time

Total

Women

Men

Women

Men

Women

Men

Asia Pacific

1,589

1,968

12

0

1,601

1,968

Europe, Africa, Middle East

2,529

3,926

159

47

2,688

3,973

Latin America

768

1,231

2

0

770

1,231

North America

880

1,624

4

1

884

1,625

Total 2023

5,766

8,749

177

48

5,943

8,797

Total 2022

5,708

8,999

323

89

6,031

9,088

Total 2021

5,410

8,499

169

50

5,579

8,549

 

New hires by 
age group, gender 
and region

Age range

Gender

 

< 30

30-50

> 50

Woman

Men

Total

Asia Pacific

114

181

11

145

161

306

Europe, Africa, Middle East

251

373

51

295

380

675

Latin America

108

152

5

101

164

265

North America

118

143

23

108

176

284

Total 2023

591

849

90

649

881

1,530

Total 2022

718

1,057

108

762

1,121

1,883

Total 2021

927

1,271

134

878

1,454

2,332

  
Access our non-financial figures tool

Find out more in our 2023 Integrated Report on economic and ESG performance.

Our Principles of Conduct state that we only recruit, employ and promote people on the basis of the qualifications and abilities needed.

Our Diversity Position Statement outlines our commitment to ensuring a representative workforce that reflects the communities in which we operate. We are committed to providing and contributing to a working environment that is based on mutual respect and is free from harassment.

Fair compensation and decent work
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Fair compensation and decent work

We believe that diversity, equity and inclusion enrich our workforce and propel our business forward. We are committed to contributing to full and engaged employment, ensuring decent work for all.

Our dedication to decent work encompasses fair compensation, labour rights, and positive labour-management relationships. A diverse workforce, reflective of the societies in which we operate, is paramount. It brings together multiple perspectives, backgrounds, and points of view, ultimately enhancing the quality of our decision-making processes.

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