We recognise that we have a responsibility to provide employees with meaningful and challenging jobs and careers, as well as treat people fairly and with respect.
Our priorities are to:
- Create the right business environment
- Create the right organisation design
- Unlock performance and potential
- Get the right people into the business
Our performance management process enables our people to align their performance against our key strategic objectives. It helps managers motivate all employees to deliver their best and feel supported and encouraged to do so.
Part of our Developing Our People agenda at HEINEKEN in the UK - STAR Review is more than just a performance management process, it is a common platform upon which everyone will have clear performance and development objectives, be measured against a common set of business competencies and conduct development focused performance conversations
Business Behaviour Standards
We expect high standards of business behaviour from all our employees.
Our Code of Business Conduct sets out our expectations of all employees in areas including conflict of interest, gifts, improper payments and confidentiality.
For example, it is clearly stated that the payment of bribes is unacceptable behaviour for HEINEKEN or any of its suppliers. We will not tolerate, under any conditions, the offering, giving or receiving of any form of corrupt payments.
Compliance with the Code is not monitored centrally; rather it is the responsibility of employees to monitor their own behaviour against the standards set in the Code and, if in any doubt about an activity, to discuss the situation with their line manager.
Our whistle blowing policy enables employees to confidentially report unacceptable business practices. A third party manages this system and instances of whistle blowing are reported to the UK Leadership Team.
Diversity
At HEINEKEN we focus on diversity of opportunity; enabling our employees to optimise their performance and potential.
We have a clear Equal Opportunities policy that is communicated to all staff .We will not tolerate discrimination against any employee or external applicant and will make full use of the talents and resources of the entire workforce. For example, we make any necessary adjustments to make our workplaces accessible for colleagues and visitors who have a disability.
Consultation
We consult with our employees in many different ways, including the annual Climate Survey, National Works Council and at site level with team briefings.
Our Climate Survey covers a number of areas including direction and alignment, reward and recognition and personal development. The Climate Survey results provide an opportunity for teams to discuss the results and address the main issues impacting on them.
Our Brand advocacy score, significantly above the external European benchmark, also shows that our employees really believe in the products we sell. As a result of the survey, teams up and down the country develop local action plans to address the things that are really going to make a difference to them and to the business.
Our people are kept informed through a strong internal communications programme, which has included presentations and direct dialogue between the Managing Director, other members of the Leadership Team and our people across the business.