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Role Models in Consumer Goods and Grocery

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Role Models in Consumer Goods and Grocery MBS Intelligence Role Models in Consumer Goods and Grocery Conversations with industry leaders driving change or inspiring progress on diversity and inclusion in 2020 Forewords ight across the business community, the last Last year, together with IGD and PwC, we This publication has been a truly inclusive Finally, a forever-indebted thank you to the year has been incredibly challenging. Putting launched a first-of-its-kind report into the state exercise that has encompassed all aspects role models themselves who gave up their food on the table and essentials in the hands of D&I within the consumer goods and grocery of diversity including gender, ethnicity, social precious time during a major crisis to share Rof consumers has never been more stretching for sector. The report demonstrated that there is mobility, nationality, sexual orientation, age their experiences. Whilst these individuals’ the consumer goods and grocery sector – but the still a long way to go to achieve diversity in the and disability. We are thrilled to share success experiences have been incredibly varied – and sector has proved resilient. At the forefront of the sector, finding that more than half of companies stories of leaders who reflect the full spectrum they represent businesses that are at very pandemic and all of its consequences – facing into did not have a coordinated diversity and of diversity that exists in the industry and the different stages in their own D&I journey – this disruption on a scale most of us have never seen inclusion strategy for example. However, the communities it serves. It has been a privilege is clearly a united community calling powerfully before in our lifetimes – companies, individuals level of engagement from business leaders was to spend the last few months listening to each and resoundingly for change. Those that enact and industry bodies have truly stepped up. hugely encouraging and the desire to want to of these role models’ phenomenal stories and that change will win and we hope to discover Indeed, doing the right thing has long been at move the dial was palpable. thought-provoking philosophies around D&I, this in future studies. leadership and the sector. The conversations the heart of our sector, as we have seen in the Researching that report, role modelling was way businesses have engaged with a host of have been invigorating, colourful and, at times, identified as one of the most successful tools heart-wrenching – but ultimately inspiring. Our societal and environmental issues over many for promoting D&I in the workplace. With this years. Diversity and inclusion, or inclusion and hope is that these stories will not only inspire in mind, we have identified over 70 role models us all to dial-up our focus on D&I, but also diversity as it’s increasingly becoming known, from the consumer goods and grocery sector, Huw Llewellyn-Waters is one such issue that is progressively being encourage the next generation of talent to enter Director, Consumer Goods with the view to demonstrate the breadth and this exciting and inclusive sector. viewed as business critical. depth of inspiring talent in the sector. These The MBS Group Initiatives such as the Hampton-Alexander role models were nominated and selected I would like to take this opportunity to thank Review and research on the positive impact of because of their inspiring leadership, their our partners, Susan Barratt, Sarah Baldock, a more diverse workforce and leadership team wider contribution to the sector or society, their Fiona Miller and the rest of the team at IGD from the likes of PwC and McKinsey continue to success as a mentor or sponsor of D&I issues for their continued partnership and support on provide impetus. Meanwhile, in 2020, consumer and their track record of supporting and publicly this critical issue. Thanks also to my colleagues, pressure, the Black Lives Matter movement and committing to D&I initiatives. In a difficult year, Moira Benigson, Elliott Goldstein and Scarlett the inequitable impact of Covid-19 on people’s they are also leaders who have shown strength Mayne for picking up the baton for several of lives and livelihoods have served as acute during the Covid-19 pandemic. these conversations, to the team who have reminders of why it really matters. pulled the report together, Simon More, Imogen Sewell and James Wardlaw, and a special tribute to Olga Gargan, whose dedication to the project has been instrumental. 2 FOREWORD / HUW LLEWELLYN-WATERS 3 he challenges of 2020 have been well Specifically, we identified a gap in some In October this year IGD also conducted a Diversity and inclusion is a long-term journey. documented, and the fallout from the organisations in our industry, who were survey to check on progress one year on from To accelerate it we must embrace it in all parts pandemic and its subsequent economic committed to the challenge but were unsure our first report. We found that: of our organisations, and tackle it in a multi- Tand societal impacts will continue to be felt in how to start making a change towards building dimensional way. the years ahead. an inclusive and diverse organisation. • 30% of businesses had a plan on D&I and were sprinting ahead We will continue our collaboration with MBS and All organisations and individuals are reflecting IGD are delighted to be involved in this PwC on diversity and inclusion in 2021. We will and acting upon what that means for them, and inspiring and comprehensive report, • 25% were new to embracing the challenge, encourage a continuous conversation, support how they, and their organisations, can continue championing role models in the consumer but with the pandemic as the catalyst, were organisations as best we can and plan further to thrive in the world we are facing into. There is goods and grocery industry. up and running and making good progress interventions through the coming year. plenty of evidence to suggest that an inclusive 45% were still on the starting blocks and and diverse organisation will help organisations Working collaboratively, sharing learnings and • Good luck with your own journeys on this critical unsure how to start on this journey, and prosper. Inclusion helps drive a community spirit, best practice can only advance progress in this topic and I hope that you are inspired by these a feeling of social cohesion, and it helps foster area. The personal stories and observations • The first reason quoted for lack of progress conversations. talent and enable individuals to be the best and are insightful and will be helpful in inspiring was “other priorities”, the second reason most authentic version of themselves. It also individuals, leaders, and businesses to embrace was “no role models” to drive diversity. drives creative thinking and healthy challenge the challenge. Individuals are often inspired by from individuals who see and feel things in an people they understand, people they can relate We are sure this work will add value, we need alternative way. to and people like them: it helps them imagine to do more, and we are committed to trying what they could be and what they could achieve. to help businesses share practical ideas that Susan Barratt Last year, together with MBS and PwC we will help them find the right path through this CEO, IGD launched our report into diversity in consumer complex topic. We are determined to make sure goods and grocery. We were encouraged by the we keep the conversation going. level of engagement by business leaders. The report demonstrated that the industry was on the journey but had some way to go. 4 FOREWORD / SUSAN BARRATT 5 What does great leadership What do you love most about What are the challenges in mean to you? the food and grocery sector? preventing further progress around D&I? It’s all about servant leadership. It’s just so dynamic and All of my success has come challenging, isn’t it? People are We talk a lot about unconscious because I’ve been surrounded always going to want to buy bias, and I’m delighted that, at Sally by brilliant people. I’ve either food, aren’t they? I guess our Weetabix, every time we’ve done been lucky to fall into a job with challenge is how. Regardless of an assessment of our inclusion a great team, or I have created what category you’re in, what and diversity approach, we haven’t Abbott a team of brilliant people. brands you’ve got, whether you’re seen any major issues. Nobody’s Stepping out of my functional a private label business or not, actively feeling like they’re being Sally is Managing Director, Weetabix specialism of marketing and into a retailer or manufacturer, we’re segregated or excluded. The risk the generalist role of managing all fighting to win the consumer’s is that there is an unconscious director has been an amazing choice. So it’s always exciting to bias affecting how we behave, learning experience. I am nowhere try and figure out how we can win and how we might look for “like” near experienced enough to that battle. rather than celebrate the fact that do the roles that my team do, we’re different. perhaps with the exception of the What are the main benefits marketing director, and even she’s of having a diverse and Have you noticed different doing it better than I did! So, the inclusive workforce? ownership structures influence only way I can succeed is to help the business’s thinking around Fundamentally, it comes down to inclusivity? my team and their teams be the commercial success, if I’m honest.
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