Proud to be an inclusive, diverse company
At Givaudan we believe that inclusion is synonymous with innovation. We know that a diverse workforce creates closer connections with our employees, customers and partners.
We are a global company proud to operate in myriad different societies and cultures around the world. Our workforce should reflect this broad reach, hence our strong commitment to diversity and inclusion. Diversity and inclusivity lie at the heart of our business ethos. They enable us to navigate our complex operating environment and better serve our customers.
As a company operating in diverse markets globally, our ability to embrace inclusivity enhances our understanding of consumer needs, preferences and global nuances. Encouraging the diverse perspectives of our workforce fuels our innovation and creativity, enabling us to create products that resonate with a wide range of consumers, from global luxury markets to everyday essentials.
Our creations in taste, wellbeing, fragrance, and beauty have touched billions, spreading joy and wellbeing worldwide. These creations are often inspired by our customers, who produce a wide array of products, from global to local, luxury to everyday. By engaging a diverse set of employees, we gain profound insights into consumer needs and can leverage a variety of ideas to serve the world’s tastes, preferences and cultures.
This is why our ambition to become a leading company for inclusion is grounded not only in the well-documented benefits to employees but also in the advantages it brings to customers, consumers, communities, and ultimately, to Givaudan’s future success.
Before 2030, we will be an even more balanced and inclusive Company
Target: Inclusion
By 2025,
we will be rated amongst the
leading employers for
inclusion globally
STATUS 2024
74%1
Actions and measures
- Inclusive job ads
- Balanced slates for hiring and promotion
- Hiring manager training
- Striving towards equal pay
- Managing unconscious bias at work
- Removing workplace barriers through dedicated initiatives
- Internal inclusion score
Target: High-growth markets
Before 2030,
50% of our senior leaders
will be from high-growth markets
(baseline 2018)
STATUS 2024
32%
Actions and measures
- Assessing and reviewing the numbers of our workforce, particularly relating to gender and nationality
Target: Women
Before 2030,
50% of our senior leaders
will be women
(baseline 2018)
STATUS 2024
32%
Actions and measures
- Tracking progress in this regard, including the percentage of women and high growth market nationalities in leadership positions
Surveying employee needs
To monitor how we are doing on inclusion and engagement, we conduct regular employee surveys. These attest to a strong feeling of belonging and inclusivity: 80% of our employees took part in our 2023 employee engagement survey and results show a deep pride in Givaudan and solid team relationships, as well as some areas that we need to improve on.
Our 2023 employee engagement survey also measured employees’ perception of inclusion. The result, of 74%, provides insights into our organisation’s inclusivity and serves as a baseline for improvement.
Ambitious inclusion targets
As a leading employer in the industry, with more than 16,900 employees, including more than 90 nationalities, we reflect the societies and cultures in which we operate by providing opportunities for people of all backgrounds, gender, age and location.
We have been examining our HR processes, particularly talent management, and scrutinising equity and support for underrepresented employees in senior management. We continue to mentor and coach our talent, with a particular focus on younger employees and women.
Internal mobility for professional growth
Our Leaders Connect mentoring initiative connects a diverse group of 40 young mentees and 20 of our most senior leaders. The aim is to build early relationships with our diverse talents across the world and provide younger talent with a chance to build connections and strengthen internal networks. This accelerates career confidence and development opportunities.
EMPLOYEES BY GENDER | 2022 | 2023 | 2024 |
|---|---|---|---|
Total number of full time employees2 | 16,676 | 16,263 | 16,942 |
Total headcount1 | 15,119 | 14,740 | 15,444 |
|
|
|
|
Total number of employees (headcount)1 | 15,119 | 14,740 | 15,444 |
- Women | 6,031 | 5,943 | 6,274 |
- Men | 9,088 | 8,797 | 9,170 |
New employee hires1 | 1,883 | 1,530 | 2,118 |
- Women | 762 | 649 | 869 |
- Men | 1,121 | 881 | 1,249 |
Turnover rate1 | 12% | 13% | 11% |
- Women | 12% | 12% | 10% |
- Men | 12% | 13% | 12% |
The number of full-time employees includes all Givaudan entities and all acquisitions since 2014.
Headcount is defined as the number of physical people, including internal temporary and regular employees in all Givaudan entities and acquisitions except DDW, Custom Essence, Expressions Parfumées, Fragrance Oils, Albert Vieille, G-Nutra, Alderys, b.Kolormakeup & Skincare, and parts of Naturex and Ungerer.
Diversity and inclusivity are then critical to our business and help us manage our complex operating environment and serve our customers in the best possible way. In 2024, 32% of women are in senior leadership positions.
SENIOR LEADERS BY GENDER | 2023 | 2024 |
|---|---|---|
Women | 59 | 65 |
- in percentage | 28% | 32% |
Men | 151 | 140 |
- in percentage | 72% | 68% |
Total | 210 | 205 |
Total employees | 14,740 | 15,444 |
HEADCOUNT | PERMANENT | TEMPORARY | TOTAL | |||
|---|---|---|---|---|---|---|
WOMEN | MEN | WOMEN | MEN | WOMEN | MEN | |
Asia Pacific | 1,616 | 1,927 | 34 | 66 | 1,650 | 1,993 |
Europe, Africa, Middle East | 2,714 | 3,949 | 92 | 114 | 2,806 | 4,063 |
Latin America | 795 | 1,215 | 17 | 49 | 812 | 1,264 |
North America | 1,006 | 1,850 | – | – | 1,006 | 1,850 |
Total 2024 | 6,131 | 8,941 | 143 | 229 | 6,274 | 9,170 |
Total 2023 | 5,817 | 8,600 | 126 | 197 | 5,943 | 8,797 |
NEW HIRES BY | AGE RANGE | GENDER |
| |||
|---|---|---|---|---|---|---|
< 30 | 30-50 | > 50 | WOMEN | MEN | TOTAL | |
Asia Pacific | 154 | 254 | 14 | 193 | 229 | 422 |
Europe, Africa, Middle East | 358 | 513 | 57 | 397 | 531 | 928 |
Latin America | 127 | 170 | 10 | 147 | 160 | 307 |
North America | 192 | 226 | 43 | 132 | 329 | 461 |
Total 2024 | 831 | 1,163 | 124 | 869 | 1,249 | 2,118 |
Total 2023 | 591 | 849 | 90 | 649 | 881 | 1,530 |
Access our non-financial figures tool
Find out more in our 2024 Integrated Report on economic and ESG performance.
Our Principles of Conduct state that we only recruit, employ and promote people on the basis of the qualifications and abilities needed.
Our Diversity Position Statement outlines our commitment to ensuring a representative workforce that reflects the communities in which we operate. We are committed to providing and contributing to a working environment that is based on mutual respect and is free from harassment.
Fair compensation and decent work
We believe that diversity, equity and inclusion enrich our workforce and propel our business forward. We are committed to contributing to full and engaged employment, ensuring decent work for all.
Our dedication to decent work encompasses fair compensation, labour rights, and positive labour-management relationships. A diverse workforce, reflective of the societies in which we operate, is paramount. It brings together multiple perspectives, backgrounds, and points of view, ultimately enhancing the quality of our decision-making processes.
