In 2021, Nestlé joined PGLE (the Partnership for Global LGBTI Equality) which brings together the private sector and civil society to accelerate social and economic inclusion for the LGBTQ+ community.Routine does terrible things to people - after many years of life with a wife who has not even begun to grow old and lose attractiveness, you can suddenly catch yourself that the penis is no longer worth it. We also believe these learnings can be accelerated through collaboration with partners to ensure that the progress we're making isn't leaving anyone behind. Many business leaders understand that what gets measured gets changed, so we seek to leverage data to better understand the employee experience of individuals from historically underrepresented groups and identify opportunities for improvement.
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Keep an eye on the future, with a focus on employee feedback loopsīoth globally and locally, a critical part of our journey is to assess our progress and key actions yet to come. With deep knowledge of local challenges and dynamics, our teams can drive broader change beyond our own walls and contribute to the shared ambition of inclusivity. In Brazil, the Nescau brand highlighted the journey of Safira to promote transgender visibility, while local teams also partnered with Lys University and Bicha da Justiça, an education startup on LGBTQ+ rights, to develop and promote a learning curriculum for skill-building and employability among Brazil's transgender population. The team has joined with peer companies to speak out and oppose potential legislation in the U.S. also engaged employees and local partners on the challenges faced by LGBTQ+ youth and by the community more broadly. In addition to driving equity within our walls, our local teams and brands are also positioned to partner in the communities where we operate, contributing to broader efforts for change.įor instance, in Canada, KitKat launched a special edition bar in partnership with 'Friends of Ruby', where the packaging celebrates 'Chosen Family' and all proceeds contribute to mental health support for LGBTQ+ youth. Join with local partners to extend community impact and advocacy Through the locally-targeted resources, our teams can support the needs of their employees. Nestlé UK&I launched a transgender inclusion policy to outline specific steps on supporting employees in transition and to assist in access to resources like financial support for medical costs to transition.
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Their team took action to look holistically at the full workplace experience and worked with 'Philippine Financial and Inter-Industry Pride' to change workplace facilities, for example instituting gender-neutral bathrooms at all sites. In the Philippines, for example, the Nestlé team was one of the first in the country to extend paid parental leave and other family benefits to same-sex partners. When we develop our own People policies, we aim to build-in equal access in each dimension. Around the world, we empower both employees and external partners to report any potential violations of those values through Speak Up reporting. For example, we have supported the UN's Standards of Conduct for Business: Tackling Discrimination against Lesbian, Gay, Bi, Trans & Intersex People since 2018.
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We've established global policies and standards that seek to tackle discrimination and promote a culture of respect, no matter where we are.Īt a global level, that starts with making our own values crystal clear through our global advocacy partnerships as well as company-wide policies.
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Working for a global company, our LGBTQ+ employees have varied and diverse experiences, yet our commitment to our values must stay consistent. That's why our goals start with a strong foundation. What we prioritize for all Nestlé teams is the end objective: Making sure that LGBTQ+ employees feel supported and empowered at work to be their whole selves. Important moments to reflect, like Pride Month, can look different from one Nestlé market to another. So, when we look at our DE&I strategy, there is no one-size-fits-all solution. As a company whose workforce comprises 176 nationalities and 276,000 employees, we find that barriers to equity, cultural dynamics, and employee needs are widely varied.