Coca-Cola and Cultural Diversity The Coca-Cola Company’s global diversity mission is to mirror the rich diversity of the marketplace it serves and be recognized for its leadership in diversity, inclusion and fairness in all aspects of its business, including workplace, marketplace, supplier and community, enhancing the Company’s social licence to operate. Diversity is at the heart of Coca-Cola’s business. It strives to create a work environment that provides all its associates equal access to information, development and opportunity. By building an inclusive workplace environment, it seeks to leverage its global team of associates, which is rich in diverse people, talent and ideas. Coca-Cola sees diversity as more than just policies and practices. It is an integral part of who it is as a company, how it operates and how it sees the future. As a global business, Coca-Cola’s ability to understand, embrace and operate in a multicultural world, both in the marketplace and in the workplace, is critical to its long-term sustainability and, specifically, impacts its ability to meet its 2020 Vision People goals. Many people across the company continue to work diligently to help Coca-Cola advance in its diversity journey and build its practices on diversity, inclusion and fairness. The multinational also includes its associates in the process. Coca-Cola garners groups, various diversity education programmes and its Resolution Resources Programme, where associates can work to resolve issues they face in the Coca-Cola company. Coca-Cola’s inclusive culture is defined by its seven core values: leadership, passion, integrity, collaboration, diversity, quality and accountability. The central promise at The Coca-Cola Company is to refresh the world in mind, body and spirit and inspire moments of optimism; to create value and make a difference. Two assets give it the opportunity to keep this promise - people and the brand. The Coca-Cola Company leverages a worldwide team that is rich in diverse people, talent and ideas. As a global business, its ability to understand, embrace and operate in a multicultural world, both in the marketplace and in the workplace, is critical to its sustainability. Coca-Cola’s diversity workplace strategy includes programmes to attract, retain and develop diverse talent; provide support systems for groups with diverse backgrounds; and educate all associates so that they master the skills to achieve sustainable growth. Respecting Individuals + Valuing Differences + Representing consumers and markets where Coca-Cola does business = DIVERSITY Coca-Cola works hard to ensure an inclusive and fair work environment for its associates, all of whom undergo diversity training on a regular basis. Coca-Cola finds ongoing dialogue leads to better understanding of its colleagues, suppliers, customers, stakeholders and ultimately, to greater success in the marketplace. Discuss Coca Cola’s approach to diversity using the following three (3) dimensions of Hofstede’s model of cultural differences: Power distance Individualism versus collectivism Masculinity-femininity
Coca-Cola and Cultural Diversity
The Coca-Cola Company’s global diversity mission is to mirror the rich diversity of the marketplace it serves and be recognized for its leadership in diversity, inclusion and fairness in all aspects of its business, including workplace, marketplace, supplier and community, enhancing the Company’s social licence to operate.
Diversity is at the heart of Coca-Cola’s business. It strives to create a work environment that provides all its associates equal access to information, development and opportunity. By building an inclusive workplace environment, it seeks to leverage its global team of associates, which is rich in diverse people, talent and ideas. Coca-Cola sees diversity as more than just policies and practices. It is an integral part of who it is as a company, how it operates and how it sees the future.
As a global business, Coca-Cola’s ability to understand, embrace and operate in a multicultural world, both in the marketplace and in the workplace, is critical to its long-term sustainability and, specifically, impacts its ability to meet its 2020 Vision People goals. Many people across the company continue to work diligently to help Coca-Cola advance in its diversity journey and build its practices on diversity, inclusion and fairness. The multinational also includes its associates in the process. Coca-Cola garners groups, various diversity education programmes and its Resolution Resources Programme, where associates can work to resolve issues they face in the Coca-Cola company.
Coca-Cola’s inclusive culture is defined by its seven core values: leadership, passion, integrity, collaboration, diversity, quality and accountability. The central promise at The Coca-Cola Company is to refresh the world in mind, body and spirit and inspire moments of optimism; to create value and make a difference. Two assets give it the opportunity to keep this promise - people and the brand.
The Coca-Cola Company leverages a worldwide team that is rich in diverse people, talent and ideas. As a global business, its ability to understand, embrace and operate in a multicultural world, both in the marketplace and in the workplace, is critical to its sustainability.
Coca-Cola’s diversity workplace strategy includes programmes to attract, retain and develop diverse talent; provide support systems for groups with diverse backgrounds; and educate all associates so that they master the skills to achieve sustainable growth.
|
Respecting Individuals |
+ |
Valuing Differences |
+ |
Representing consumers and markets where Coca-Cola does business |
= |
DIVERSITY |
Coca-Cola works hard to ensure an inclusive and fair work environment for its associates, all of whom undergo diversity training on a regular basis. Coca-Cola finds ongoing dialogue leads to better understanding of its colleagues, suppliers, customers, stakeholders and ultimately, to greater success in the marketplace.
Discuss Coca Cola’s approach to diversity using the following three (3) dimensions of Hofstede’s model of cultural differences:
- Power distance
- Individualism versus collectivism
- Masculinity-femininity
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