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The Coca-Cola Company Global Women’s Initiative

The Coca-Cola Company's Global Women’s Initiative focuses on the economic empowerment of women to drive business growth by attracting, developing, and retaining diverse talent. This initiative aims to create a thriving pipeline of female leaders and foster an engaged organizational culture that supports women's advancement.

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The Coca-Cola Company Global Women’s Initiative

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  1. The Coca-Cola CompanyGlobal Women’s Initiative

  2. So Why Focus On Women?Out of Economic Interest for Our Business External Focus on The Market Full Access To Best Talent Consumers,Shoppers and Customers For The Coca-Cola System Gender Diversity, Mirroring the Market, Enables Growth and Value Creation

  3. Attract, engage and retain the best talent: • Increase people’s system knowledge, and cross-system movement. • Inspire our people to be passionate ambassadors for our brands. • Recruit, develop and advance women, and achieve true diversity. • Engagement • Employer of Choice • Workplace Rights • Diversity • Retention Be a great place to work People People

  4. STRATEGIC FRAMEWORK Vision: A diverse workforce of 50/50 men and women at all levels by 2020 Develop Recruit Retain A thriving Pipeline of Ready-Now and Ready- Future Female Associates Placement of qualified women into key open roles Retention of existing female talent Enabling Culture Engaged Organization Business case and company-wide communications Support systems

  5. Women’s Leadership Council Objective To accelerate the development and movement of female talent into roles of increasing responsibility and influence 206 countries, simultaneously Women’s Leadership Council • 17 influential, passionate female executives • Sponsored by CEO and other members of the Senior Leadership Team • Supported by HR (Global Diversity, Talent Management & Development, and Talent Acquisition) Business Case • Strategy • Situation Analysis • Desired Outcomes • Key Levers • Metrics • Action Plan • Key Initiatives • Target Audience • Timing • Investments • Implementation • Communications • Participation • Follow Through • Evaluation Best Practices

  6. Global Women’s Initiative - - Accomplishments 2008-2011 • RETAIN • Operating Committee drives regular global review of female talent • RECRUIT • 41% of hiring at our senior level, globally, in 2011 (13% in 2007) • Since 2008, representation at our senior level, globally, has moved from 23% to 28.2% • The immediate pipeline level, globally, has moved from 28% to 34% • One level further down is now 46%, globally

  7. Global Women’s Initiative - - Accomplishments 2008-2011 • DEVELOP • 49% female participants in key leadership programs in 2011 (21% in 2007) • New Mid-Level Women’s Leadership program launched; 240 women from around the globe participated in the program’s first two years • U.S.-based mentoring program tools scaled globally • ENABLING CULTURE • Globally scaled the guidelines, frameworks and tools for launching women’s networks across any geography; networks launched in South Africa and Middle East/North Africa; launches set to initiate throughout Asia, Latin America and Europe • Flexible Work Arrangements program launched in U.S., and framework and tools distributed globally • Integrated development of female talent into Woodruff Cup award criteria

  8. Global Women’s Initiative - - Accomplishments 2008-2011 • ENGAGED ORGANIZATION • Muhtar Kent routinely addressing topic in his remarks during business trips, and hosting Women’s Leadership Speaker Series events (i.e., Sheryl Sandberg, Ursula Burns) • Muhtar Kent meeting with top female talent throughout his global travel • Group Women’s Leadership Councils established for Asia, Eurasia/Africa and in each of the company-owned bottlers; launching soon in Europe & Latin America • WLC events held in Atlanta, Hong Kong, Mexico City, Istanbul, Paris, Tokyo, Johannesburg, Dubai, and Buenos Aires • International Women’s Day

  9. Enable the economic empowerment of 5 million women entrepreneurs across our global value chain by 2020

  10. Our Global Value Chain

  11. Pilots in Action

  12. “The future belongs to those who dare….” 2020 Destination • Sustainable Results • Strong Presence in Senior Leadership Roles • Pipeline of Ready Now Female Talent • System Talent Initiatives • Culture of Inclusion and Sustainability • Best Place for Women to Work • 5,000,000 economically empowered 2009 - 2011 System-Wide Impact on Programs, Culture and Metrics 2008 Awareness andQuick Wins

  13. Women’s Leadership Council

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