8 March 2013
Coca-Cola Amatil signs UN Women’s Empowerment Principles on International Women’s Day
As part of the company’s ongoing commitment to gender equality and diversity, CCA’s Group Managing Director Terry Davis, today signed the UN Women’s Empowerment Principles, seven steps which global businesses are taking to advance and empower female employees.
“Signing the UN Women’s Empowerment Principles is a positive initiative for CCA,” Mr Davis said during a morning tea at the company’s North Sydney head office to celebrate International Women’s Day.
“We recognise that diversity is good for business and we know that to be an even more successful company and corporate citizen our staff should reflect and closely resemble the communities we operate in.”
UN Women Australia Executive Director Julie McKay said: “We welcome this commitment from CCA to sign on to the Women’s Empowerment Principles and champion gender equality within their business.
“CCA joins companies across the world who have shown leadership in promoting gender diversity in their workforces, and have recognised the business benefits of gender equality.”
The Women’s Empowerment Principles – Equality Means Business – are produced and disseminated by the United Nations Entity for Gender Equality and the Empowerment of Women (UN Women) and the United Nations Global Compact. They provide a guidance for actions that all people can take in the workplace, marketplace and community to empower women and benefit companies and societies.
CCA is the ninth Australian company to sign the Principles.
CCA’s Gender Diversity Policy includes:
• A strategy for sourcing, inclusion and retention of women.
• Setting company-wide goals for gender equality, including targets. In 2012, CCA Australian Beverages achieved the goal of 29% participation for female managers, and 29% for female employees overall.
• A system of pay equity analysis.
• Clear workplace policies regarding appropriate workplace conduct, discrimination, and the provision of safe and healthy workplaces, as well as a flexible work options policy and access to a Corporate Family Program – an information resource for employees to get information on parenting and elder care.
• A zero-tolerance approach to all forms of violence at work, including verbal and/or physical abuse, and sexual harassment.
Mr Davis said: “We still have work to do to improve our gender balance, however we’re confident that by working with the support of UN Women we will be able to continue our progress.”