Diversity and Inclusion

Diversity and Inclusion

Including and celebrating different people and opinions is embedded in our growth story. We are committed to fostering diverse teams that reflect the communities we serve, and to creating an inclusive environment where everyone’s unique perspectives are valued and heard. By constantly building a diverse and inclusive workplace, we enrich our decision-making and provide ever more innovative solutions and shared value.

A word from our CEO

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“Throughout two decades I had the privilege to work with diverse teams from our 29 countries, who always try to push the bar higher, challenge the status quo, learn from each other and have a great time together. We stand for doing what is right, not what is easy, always putting our customers and consumers at the core of our business. And we are passionate to share the value we create for the greater good. Above all, we place the highest value in nurturing our people, creating a wide range of opportunities for them to develop, be curious and learn, reaching their full potential. For us, people always come first.”



Bring your whole self to work
We commit to ensuring everyone feels they belong in our workplace; that they can be their authentic selves without fear of judgement.

Open communication
We promote top-down and bottom-up communication, and we’re transparent about our areas for improvement.

We enable our leaders to develop and promote inclusive behaviours every day.

We use data and evidence of what works to track our progress and to ensure a strategy that maximises impact.

This is underpinned by embedding Diversity and Inclusion into our talent and other processes and ensuring our HR team is enabled to act as an agent of change.

What we are doing


Setting the ‘tone from the top’, our CEO Zoran Bogdanovic, has signed the LEAD Europe Network CEO pledge to accelerate gender equality and inclusion. Zoran has also acted as a judge for the WeQual Awards, which are aimed at showcasing and promoting female leaders.

To enable inclusive leadership throughout our business, five Inclusive Leadership modules, available in several languages, form part of our core curriculum, and we have targeted learning for hiring managers and Recruiters, as well as running practical workshops on how to disrupt unconscious bias.

Our Policies

Our Inclusion and Diversity and Anti-Harassment Policy, and Human Rights policy set out our commitment to advance equality and to fair treatment and opportunities.

Our Aspiration

In 2018, we introduced a beacon commitment to have 50% women managers by 2025. By end 2021, 39% of managers were women. We are building on the progress we’ve made, with growth year-on-year, with initiatives including changes in our talent processes and our development programs to accelerate gender equality across our business.

In detail all our 2025 gender target commitments below:


Share of women in total workforce (as % of total workforce)


Share of women in all management positions, including junior, middle and top management (as % of total management positions)


Share of women in junior management positions, i.e. first level of management (as % of total junior management positions)


Share of women in top management positions, i.e. maximum two levels away from the CEO or comparable positions (as % of total top management positions)


Share of women in management positions in revenue-generating functions (e.g. sales) as % of all such managers (i.e. excluding support functions such as HR, IT, Legal, etc.)


Share of women in STEM-related positions (as % of total STEM positions)

Women’s networks and events

Our women’s networks, in our Corporate Service Centre and in several of our Business Units, connect and empower women across our business. Members come together to share experiences and learning, helping to foster individual professional development, as well as shape our organisation’s culture. 

For International Women’s Day 2020, we hosted a System women’s networks’ event, opened by our CEO, with inspirational women leaders sharing their perspectives on their careers. 

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Diversity and Inclusion campaigns have been run across all our markets, raising awareness and understanding of the importance of D & I for our people and our business, including a video of four of our Executive Leadership Team members sharing their perspectives. We’ve also run International Women’s Day campaigns, #NoJobHasAGender, and promoted women role model stories, #WomenofCCHBC.


In 2019, we introduced five online Inclusive Leadership modules that drive understanding and share practical ways of managing diverse teams to maximise their impact. The modules are designed to ensure leaders are committed to promoting workforce diversity and an inclusive environment; know what behaviours will promote an inclusive environment; and are enabled to lead diverse teams effectively, maximising the benefit of different views and perspectives on innovation, the quality of decision-making and productivity. We also hold workshops with our HR teams to enable them to disrupt unconscious bias, given their role as enablers of change.


Our group Inclusion and Diversity, and Anti-Harassment, Policy outlines the process to raise concerns and our commitment to deal with those promptly and thoroughly. In addition, all of our countries have a local grievance process that meets company-wide minimum standards for the steps that need to be followed in managing employee complaints. Incidents can be raised to the employee’s manager, second line manager or Human Resources. We have a Speak Up line, too  where employees, or external parties, can raise concerns anonymously if they wish.  All complaints of any form of discrimination or harassment are taken seriously and thoroughly investigated in good time by an impartial party. Findings are reported back to the complainant and corrective action, including disciplinary action where required, is taken promptly. 

Monitoring progress

At Group and Business Unit level, we’ve introduced dashboards that allow our leaders to monitor progress on key metrics, driving accountability for change.

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Where we are today

By end 2021:

By Gender


of our women were managers


in junior management are women


of top management positions (no more than two levels below the CEO) are women

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In our Culture and Engagement survey of October 2021, 87% of participants were women and 88% were men this year.

Our pay ratios (women versus men) are as follows:

Executive level (base salary only), including the CEO: 1.0

Executive level (base salary and other cash incentives), including the CEO: 0.9

Management level (base salary only): 1.0

Management level (base salary and other cash incentives): 1.0

Non-management level (base salary only): 1.1 

By Nationality

In 2021, there were 73 nationalities represented in our workforce, with the most common being Russian (23.8% of our workforce and 17.3% of our total management population), Nigerian (10% and 6.7% in our workforce and management respectively), Greek (6.7% and 11.5%), and Italian (6.7% and 7.8%), which reflects the relatively large size of our markets in those countries.

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Coca-Cola HBC 

Moscow, Russia

Credit: Ed Robinson Coca-Cola HBC 

Moscow, Russia

Credit: Ed Robinson

By age


of our employees are under the age of 30


are aged between 30 and 50


are over 50 years' old

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