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We’re all biased to some extent – in some cases more than we realise. Learning to recognise that and taking action to address it can help to bring a fresh perspective to the way we work.

By doing so, we can gain a better understanding of our customers, consumers and the communities where we operate. It also helps us create and embed an inclusive environment that nurtures creativity and innovation and values different points of view, irrespective of gender, age, race or background.

Our ambition is that HEINEKEN becomes known as a business which allows every one of our colleagues to flourish and perform at their very best. In short, somewhere we all feel we belong. We’ve already taken a significant step towards that goal by launching the HEINEKEN Inclusion Network, which places colleagues at its heart. It’s led by our I&D Ambassadors, volunteers from around the business who are committed to bringing our I&D agenda to life and helping us all understand what a truly inclusive environment looks and feels like.

We’ve also started to look at our policies and procedures to identify where we need to make changes to ensure all our colleagues can be fully involved in our business. We’ve already made significant enhancements to our parental leave policies and are introducing the concept of ‘Smarter Working’. This will ensure we have a consistent approach to flexible working, allowing our colleagues to choose when, where and how they work to better meet their individual needs.

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