Each year, the Embrace Difference Council works to improve member support and foster greater engagement with the resources it has developed to advance diversity and inclusion in the drinks industry.
One of the ways in which this was achieved last year was by consolidating the Embrace Difference Scorecard and Toolkit into a comprehensive Diversity & Inclusion Report. The report now serves as a streamlined single, accessible reference point for members.
The report has been met with a positive reception, and we now plan to maintain the current report format for the 2023/2024 period.
In addition to compiling year-on-year data, this year's report will be drawing on insights provided by our member companies, who were acknowledged at the 2023 Australian Drinks Awards for their innovative initiatives.
New insights on flexible work and parental leave
This year's Diversity and Inclusion Scorecard will be extended to shine a light on flexible working and parental leave policies among member companies. Using the same data submitted to WGEA, we will examine the activities of organisations in these areas so that we can understand the specific areas where businesses are performing well and where there are opportunities to develop.
We will also be reporting on the number of males and females taking parental leave and overlaying this with the position held within their organisation.
Natasha Dale, Director of People & Culture at Australian Vintage, recipient of the 2023 Most Improved Gender Equity Award, shared insights during our Embrace Difference webinar. She discussed Australian Vintage’s strategies for advancing gender equity, highlighting the importance of leadership endorsement and the implementation of a comprehensive people strategy as initial steps toward fostering inclusion.
The company has implemented policies and benefits, including generous parental leave, flexible work arrangements e.g. ‘work from anywhere’, and even ‘Summer Fridays’, to support employees in managing work-life balance and reducing stress.
Dale believes that having these benefits and policies in place has helped Australian Vintage drive gender diversity in the workplace and helped attract and retain senior females within the business.
During the same webinar, Samantha Clake, Head of HR - Talent & Capability at Pernod-Ricard shared the details about the company's campaign entitled 'The Conversation Doesn’t Stop at Congratulations' campaign. This initiative led to Pernod-Ricard being awarded the Most Inclusive and Diverse Workplace Award in 2023.
Clarke said: “What we found through implementing the campaign, which was designed to encourage deeper discussions around parental leave and challenging assumptions was an uplift and increase in the number of males taking parental leave of 25%. So we went from 4% to that 25%.”
“In addition to the parental leave piece, flexibility is also a key component. It's about providing flexible working options that can suit the different situations that people are facing, and that really underpins our D&I strategy as well,” she added.
During her address at the 2024 International Women’s Day event, Sandra Gibbs, Embrace Difference Council Chair highlighted findings from the Diversity and Inclusion Annual Report that revealed that only 33% of managerial positions in drinks companies are women, down from 36% in 2019 and lower than the national average of 42%.
"We have a job to do. Women are still under represented in decision-making in our industry," said Gibbs.
As part of the Drinks Association’s revamped 2024 Contribution to Industry Awards, we are currently accepting submissions for the areas of Best Diversity, Equity, and Inclusion Initiative along with Best Wellbeing Initiative.
Request for WGEA data to be entered into the Drinks Association dedicated portal will be sent to member organisation HRD’s in late May.