Trailblazer Pacesetter LATE BLOOMER
Company Narrative
The Coca-Cola Company, the American multinational corporation of refreshments, concentrates, and syrups, has been ranked as a LATE BLOOMER on the Women’s Power and Influence Index.
The Coca-Cola Company has reached pay equity and conducts annual reviews with external experts to analyze and understand disparities in pay structures and practices. Groups within the organization such as the Black Employee Network and Asian Pacific Inclusion Network create community as well as opportunities for personal and professional growth and development.
The Coca-Cola Company’s workforce includes 30% women and roughly 38% of leadership positions are held by women.
Sufficient information including their pay parity and women’s mentorship initiatives could not be found.
Workforce Profile
Equitable Pay
✓ Does the company demonstrate a clear and transparent commitment to equal pay?
“At The Coca‑Cola Company, we believe in equal pay for equal work. Pay equity is an important pillar of our diversity, equity and inclusion strategy.”
Ref: Coca-Cola Pay Equity (Website)
✓ Does the company perform an annual analysis of gender pay equity and pay disparities?
“We work with external experts to identify and adjust unfair disparities in our pay structures. In the United States, we have conducted pay equity analyses for many years to ensure our pay practices are fair.”
Ref: Coca-Cola Pay Equity (Website)
✘ Do female employees earn at least 95% of what their male counterparts earn?
Information regarding this criterion was unavailable or incomplete.
Career Growth
✓ Does the company demonstrate a commitment to actively attracting, retaining, and/or promoting women within the organization?
“We’re committed to creating a culture of inclusion and belonging and to driving meaningful change in our communities. By 2030, we aspire to be 50% led by women globally. Today, 39% of our senior leaders are women.”
Ref: Pg 4, Coca-Cola Business & Sustainability Report 2022
✓ Does the company provide professional development programs designed specifically for female employees?
“The women’s LINC Inclusion Network helps to advance women in their career and contribute to the business through peer-to-peer counseling and resources, trainings, inspiring talks and more.”
Ref: Coca-Cola Employee Groups (Website)
✓ Does the company provide professional development programs designed specifically for diverse employees?
“The Black Employee Network provides opportunities for personal and professional growth for all associates through the execution of learning forums, development workshops and events that build cultural competency to encourage associates to bring their authentic self to work. The Asian Pacific Inclusion Network grows, inspires and influences the Coca‑Cola business, our associates and the community through innovative leadership, knowledge-sharing and leadership development.”
Ref: Coca-Cola Employee Groups (Website)
✘ Does the company offer a formal mentoring program to support the career advancement of all female employees?
Information regarding this criterion was unavailable or incomplete.
✓ Does the company offer a formal mentoring program to support the career advancement of diverse employees?
“As part of our efforts to create a diverse, equitable and inclusive workplace, we are partnering with the Valuable 500’s Generation Valuable initiative, a mentoring program designed to promote inclusion in the workplace for people with disabilities.”
Ref: Pg 6, Coca-Cola Business & Sustainability Report 2022
✓ Does the company have policies and programs in place to actively recruit female candidates?
“The mission of CWIS (Coca‑Cola Women in STEM) is to contribute to the talent pipeline at The Coca‑Cola Company by raising awareness of STEM (Science, Technology, Engineering and Math) opportunities and by empowering, educating and inspiring women to excel in leadership under the STEM umbrella.”
Ref: Coca-Cola Employee Groups (Website)
✓ Does the company have policies and programs in place to actively recruit diverse candidates?
“In 2022, we continued to enhance our diversity hiring efforts through equitable recruitment, interviewing and onboarding processes. We expanded our partnerships with Historically Black Colleges and Universities as well as leadership development organizations, including the National Black MBA Association, Executive Leadership Council and Thurgood Marshall National Black Talent Bank.”
Ref: Pg 58, Coca-Cola Business & Sustainability Report 2022
Work-Life Balance
✓ Does the company demonstrate a commitment to providing support and/or time off for women with children?
Set aside from $120 to $5,000 tax-free each year ($2,500 if you’re married and file a separate tax return) to use for day care expenses for eligible dependents to allow you to work. Eligible dependents include children under age 13, or your disabled spouse or domestic partner, child or dependent parent living with you. You can use the account for:
- Day care centers
- In-home care
- Certain day-camps
- Elder day care”
Ref: Pg 68, Coca-Cola Benefits
✓ Does the company provide child care support for employees?
Set aside from $120 to $5,000 tax-free each year ($2,500 if you’re married and file a separate tax return) to use for day care expenses for eligible dependents to allow you to work. Eligible dependents include children under age 13, or your disabled spouse or domestic partner, child or dependent parent living with you. You can use the account for:
- Day care centers
- In-home care
- Certain day-camps
- Elder day care”
Ref: Pg 68, Coca-Cola Benefits
✘ Does the company offer subsidized child care?
Information regarding this criterion was unavailable or incomplete.
✓Does the company offer paid maternity leave for birthing parents?
“Our Paid Parental Leave policy provides male and female employees with paid time off to bond with a new child following birth, adoption or placement for foster care. Regular full-time, non-bargaining employees who have completed at least 90 continuous days of employment with the company, will be eligible to take up to eight weeks of paid parental leave paid at 100% by the company.
How paid parental leave works?
You can take your leave all at once, or you can choose to take it in two separate blocks of time. However, the leave has to be taken in full-week blocks. If both parents work for the company, then each parent will be allowed to take up to eight weeks of leave. Paid parental leave must be taken within 12 months of the birth, adoption or placement of foster care.”
Ref: Pg 68, Coca-Cola Benefits
✓Does the company provide paid parental leave that extends beyond birthing parents to include surrogacy, adoption, and paternity leave?
“Our Paid Parental Leave policy provides male and female employees with paid time off to bond with a new child following birth, adoption or placement for foster care. Regular full-time, non-bargaining employees who have completed at least 90 continuous days of employment with the company, will be eligible to take up to eight weeks of paid parental leave paid at 100% by the company.
How paid parental leave works?
You can take your leave all at once, or you can choose to take it in two separate blocks of time. However, the leave has to be taken in full-week blocks. If both parents work for the company, then each parent will be allowed to take up to eight weeks of leave. Paid parental leave must be taken within 12 months of the birth, adoption or placement of foster care.”
Ref: Pg 68, Coca-Cola Benefits
✓ Does the company demonstrate a commitment to supporting the health benefits of its female employees?
“Progyny:
Sometimes you find life’s most fundamental dreams are the toughest to turn into reality.
Cleo:
Being a parent can bring purpose, joy and pride, but it can also bring exhaustion, stress and frustration when trying to juggle it all — and we want to help.”
Ref: Pg 29, Coca-Cola Benefits
✓ Does the company offer women-specific health benefits for female employees?
“Progyny:
Sometimes you find life’s most fundamental dreams are the toughest to turn into reality.
Cleo:
Being a parent can bring purpose, joy and pride, but it can also bring exhaustion, stress and frustration when trying to juggle it all — and we want to help.”
Ref: Pg 29, Coca-Cola Benefits
Workplace Standards
✓ Does the company have a policy listing prohibited behaviors, such as harassment and retaliation?
“The Coca-Cola Company is committed to fostering a harassment-free workplace. The Company will not tolerate offensive behavior by managers or co-workers because of a protected characteristic or trait. In addition, as noted in the policy, harassment is unacceptable in the workplace and in any work-related circumstance outside the workplace, such as during a business trip, business meeting or business-related social event. These principles apply not only to Company employees, but also to the business partners and suppliers with whom we work.
The following are some examples of offensive behavior that could be viewed as harassment:
• Making comments, insults, slurs or jokes about any protected group
• Making comments about an employee’s body or attire
• Trying to convert someone to one’s own religious or political beliefs
• Unwanted touching or blocking movement
• Electronically posting or sending messages or images that are sexual in nature or otherwise viewed as inappropriate or offensive
• Winking, staring at body parts or making gestures of a sexual nature
• Sharing or displaying objects or pictures, cartoons, emails, text messages, websites, posters or screen savers that are sexual or directed at a protected group
Managers should quickly and consistently respond to all incidents or complaints of harassment, even if the potential victim has asked that no action be taken. Additionally, managers should encourage employees to report harassment or discrimination. All incidents and complaints of harassment should be reported to your local Human Resource Office, local Legal Department or other issue resolution process, such as Solutions.”
Ref: Pg 20, Coca-Cola Human Rights Policy
✓ Does the company mandate all employees to undergo harassment and discrimination training?
“The Company also ensures employees are aware of the Human Rights Policy through training and an annual certification process.”
Ref: Pg 10, Coca-Cola Human Rights Policy
✓ Does the company have a defined harassment policy that includes promptly addressing reported incidents?
“No reprisal or retaliatory action will be taken against any employee for raising concerns under this policy. Information provided by callers is considered confidential to the extent required to conduct an appropriate investigation. The case report summary will be submitted to The Vice President & Chief People Officer and The Corporate HR Director for investigation and assignment. UNITED HR will investigate, address and respond to the concerns of employees, and we will take appropriate corrective action in response to any violation.”
Ref: pg 3, Coca-Cola Additional Human Rights Policy
Stakeholder Engagement
✓ Does the company demonstrate a commitment to helping external stakeholders address gender equality issues?
“Coca‑Cola strives for a gender-equal workplace and world. We believe that investing in and empowering women not only directly benefits them, but also our business and our communities.”
Ref: Coca-Cola Diversity and Inclusion (Website)
✓ Does the company offer and support initiatives that promote gender equality in the community?
“Women are key to the world’s shared success. In 2010, we set a goal to enable the economic empowerment of 5 million women by 2020. Since then, we have worked with countless partners to provide business skills training, mentoring networks, financial services and other assets to help women entrepreneurs improve their livelihoods, families and communities.”
✓ Does the company demonstrate a commitment to helping internal stakeholders/employees address gender equality issues?
“Coca‑Cola strives for a gender-equal workplace and world. We believe that investing in and empowering women not only directly benefits them, but also our business and our communities.”
Ref: Coca-Cola Diversity and Inclusion (Website)
✓ Does the company offer equity-focused trainings, speaker programs, or events for employees?
“Women represent 60% of the CEE Business Unit workforce, which is driven by a gender-balanced leadership team. With this proof point, the 18-year Coca‑Cola veteran is well-equipped to chair the company’s Global Women’s Leadership Council (GWLC), which since 2008 has shaped strategies to develop and advance female talent, and ensure gender balance across the organization.
The council, which works directly with The Coca‑Cola Company’s Diversity & Inclusion office, is comprised of 15 senior executives – 10 women and five men – who share a passion for diversity and the development of the company’s future leaders. Their mission? To advise and counsel Chairman and CEO James Quincey and his executive leadership team on strategies to accelerate the development and movement of female talent into roles of increasing responsibility and influence, and to ensure that the company is 50% driven by women.”