Inclusion and diversity
In Smurfit Kappa we promote all forms of diversity at all levels of the organisation.
We believe it enriches the company’s perspective and so improves corporate performance, increases shareholder value and enhances the probability of achieving our objectives.
We are focusing on three main areas in relation to diversity:
- Attracting and retaining people who enrich diversity within the company
- Ensuring the company’s culture and management systems are aligned with, and promote, the achievement of diversity
- Monitoring, reviewing and reporting on the achievement of diversity within the company, with a specific focus on gender diversity.
Diversity is now embedded in the company’s ‘Open Leadership’ model as one of the nine leadership capabilities: ‘Open up and make the most of diversity’. Our leaders value diversity and use the new and different ideas that come from a diverse team.
Through our company’s engagement survey, MyVoice, we are able to monitor the perception of our 46,000 employees on diversity and inclusion, with specific questions set on this particular subject.
Within Smurfit Kappa, we address all common diversity issues, with a specific focus on gender gaps. We want an equal gender-balance in our graduate programmes and have at least 30% women as shortlisted external candidates for management vacancies.
We have reviewed the areas and roles where retention and advancement of women has the greatest potential. We also promoted female participation in our management training programmes – in our Graduate Programme, for instance, female participation is around 50% and in the Advanced Management Development programme, participation by women is stable at 30% since 2015. We also pay extra attention to female managers with high potential when reviewing our succession plans.