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Unilever achieves gender balance across management globally

London/Rotterdam – WEBWIRE

Unilever announced today that it has achieved gender balance across management globally, a year ahead of the target it set itself. With a higher representation of female managers than ever before, Unilever’s workforce is closing the gender gap with 50% women at management level globally, up from 38% in 2010; and a non-executive Board of 45% women.

Unilever has particularly made progress in departments where women have historically been under-represented. Finance has reached 50% women at management level globally, and UniOps, Unilever’s operations and technology engine, is now at 47%. Supply Chain has delivered the biggest step change, having achieved a 40% female representation in management.

Unilever’s gender balance milestone follows a long-standing commitment to drive gender equality in the workplace. A dedicated Diversity & Inclusion team has implemented several initiatives, including a Global Diversity Board and a network of nearly 100 ’Diversity & Inclusion Champions’, who have set the benchmark for how a community can power an inclusive culture across markets. Tools are also being used to drive gender equity in recruitment, including gender-balanced interview slate requirements, robust Diversity & Inclusion goals, and the Gender Appointment Ratio - a measurement which tracks senior leaders’ records in appointing women. Unilever is also driving the Unstereotype Alliance convened by UN Women, which aims to eliminate harmful stereotypes in the workplace and across the advertising industry.

Alan Jope, Unilever’s Chief Executive Officer said: “Women’s equality is the single greatest unlock for social and economic development globally, and having a gender-balanced workforce should be a given, not something that we aspire to. We’re very proud to have reached our goal of equal representation of women and men among our 14,000 managers, but our work doesn’t stop here. We will continue to work towards equal opportunities for women and other under-represented groups both within our business, and beyond.”

Leena Nair, Unilever’s Chief HR Officer said: "If half the population are being held back, how are we all going to move forward? A thriving society is one where women have equal access to rights, skills and opportunities. Women constitute the majority of our consumers and we owe a lot of our success to them. What we’ve achieved is testament to the work of thousands of people across our business who are able to fully unleash their potential because they feel valued and included.”

Catalyst Award Winner

Unilever is a winner of the prestigious 2020 Catalyst Award for initiatives that have accelerated progress for women in the workplace. Unilever’s initiative, ‘Changing the game. Unlocking the future’, aims to deliver a gender-balanced workforce and an inclusive culture that breaks down stereotypes.


Safe Harbour

Where relevant, these actions are subject to the appropriate consultations and approvals.

This announcement may contain forward-looking statements, including ’forward-looking statements’ within the meaning of the United States Private Securities Litigation Reform Act of 1995. Words such as ’will’, ’aim’, ’expects’, ’anticipates’, ’intends’, ’looks’, ’believes’, ’vision’, or the negative of these terms and other similar expressions of future performance or results, and their negatives, are intended to identify such forward-looking statements. These forward-looking statements are based upon current expectations and assumptions regarding anticipated developments and other factors affecting the Unilever Group (the ’Group’). They are not historical facts, nor are they guarantees of future performance.

Because these forward-looking statements involve risks and uncertainties, there are important factors that could cause actual results to differ materially from those expressed or implied by these forward-looking statements. Among other risks and uncertainties, the material or principal factors which could cause actual results to differ materially are: Unilever’s global brands not meeting consumer preferences; Unilever’s ability to innovate and remain competitive; Unilever’s investment choices in its portfolio management; inability to find sustainable solutions to support long-term growth; the effect of climate change on Unilever’s business; customer relationships; the recruitment and retention of talented employees; disruptions in our supply chain; the cost of raw materials and commodities; the production of safe and high quality products; secure and reliable IT infrastructure; successful execution of acquisitions, divestitures and business transformation projects; economic and political risks and natural disasters; financial risks; failure to meet high and ethical standards; and managing regulatory, tax and legal matters. These forward-looking statements speak only as of the date of this announcement. Except as required by any applicable law or regulation, the Group expressly disclaims any obligation or undertaking to release publicly any updates or revisions to any forward-looking statements contained herein to reflect any change in the Group’s expectations with regard thereto or any change in events, conditions or circumstances on which any such statement is based. Further details of potential risks and uncertainties affecting the Group are described in the Group’s filings with the London Stock Exchange, Euronext Amsterdam and the US Securities and Exchange Commission, including in the Annual Report on Form 20-F 2018 and the Unilever Annual Report and Accounts 2018.

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