Diversity and Inclusion

We are an inclusive employer. We are committed to fostering diverse teams that reflect the communities we serve, and where everyone’s unique perspectives are valued and heard. By constantly building a diverse, equitable and inclusive workplace, we enrich our decision-making and provide ever more innovative solutions and shared value.

We want to ensure that we really are building a diverse and inclusive workplace where everyone’s voice can be heard. So, we start by defining what each idea means to us: 

Diversity: We build diverse teams where people feel safe to speak up, be themselves and feel like they belong. 

Equity: Equity is more than treating everyone fairly – it’s about recognising the different needs of our people and acting accordingly. 

Inclusion: We foster an environment where everyone feels respected, understood and engaged for their unique qualities.  

Leadership and learning 

Our leaders play a key role in creating a diverse and inclusive workplace. We have always been focused on performance, but we have always put people first. We continuously provide our employees with support, knowledge and guidance.  

We open our people up to perform their full potential:

• All of our Business Units have a diversity, equity, and inclusion plan in place that focuses on talent recruitment, development, and retention.  
• Each Business Unit runs its own awareness campaigns and offers paternity leave and support for employees returning from maternity leave. 
• Our Women in Leadership flagship programme offers training that promotes gender equity in managerial roles.
• We have women’s networks in most of our markets, connecting and empowering 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.
• Our Women of CCHBC video series features female colleagues from diverse markets and roles, sharing their challenges and learnings to inspire other women to pursue their own career aspirations.
• We have targeted learning material for hiring managers and recruiters.
• We run practical workshops on how to address unconscious bias. 
• We have five Inclusive Leadership modules, available in several languages, included in our onboarding curriculum, and have embedded DEI in our core leadership development programmes.

The Women in Leadership initiative has been launched to build a more inclusive culture within Coca-Cola HBC and help achieve the strategic commitment of 50% women managers by 2025. 

The programme addresses the leadership issues and career blockers that affect women executives, empowering them to drive their careers, unlock their potential and give them the tools to tackle self-limiting beliefs and build strategic perspective. It provides delegates with the opportunity to increase their influence, drive impact and build a powerful network of women leaders in the organisation. 

All participants get a CCHBC Senior Sponsor assigned to accelerate their career progression. The sponsors are both men and women, helping the men in our company understand challenges from a woman’s perspective and creating a sense of unity in pursuing our gender balance and inclusion goals.

By the end of 2025, 289 women had attended the programme. More than 58% of participants were promoted or moved into a next role within 12 months of completing the Women in Leadership programme.

REPORTING INCIDENTS

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, 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.

Why do we know we will succeed? 

We play to grow and win, but we also play as a team. Our value ‘we over I’ means that we believe the power of a team can achieve what an individual can only dream of. When we say ‘we’ are committed to diversity, equity and inclusion, we mean all of us at Coca-Cola HBC and our Coca-Cola ecosystem. This includes our partners, customers, suppliers and communities. We are all in this together, which means we have a responsibility to work side by side to ensure we really are diverse, equitable and inclusive. 

We run Diversity, Equity and Inclusion campaigns across all our markets, raising awareness and understanding of the importance of DEI for our people and our business. We mark International Women’s Day with events and activations and promote women role model stories, #WomenofCCHBC.

We focus our efforts on gender balance and inclusion by adapting our recruitment policies and setting up our female leaders for long-term success. Our goal is to ensure that 50% of colleagues on our early talent programmes and internal promotions are female, and we have a gender balanced shortlist for recruitment.

• In 2018, we introduced a beacon commitment to have 50% women managers by 2025. By end of 2024, 43.5% 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.
• Our CEO Zoran Bogdanovic has signed the LEAD Europe Network CEO pledge to accelerate gender equality and inclusion, setting the tone of our DEI work from the top. He is also a judge for the WeQual Awards, which showcase and promote female leaders.
  
• Our Diversity, Equity and Inclusion governance structure includes a steering committee consisting of our entire Executive Leadership Team and a representation of General Managers from our markets. This committee meets quarterly to evaluate progress and discuss future direction.
  
• In 2015, we launched our Inclusion and Diversity and Anti-Harassment Policy. Together with our Human Rights Policy, it sets out our commitment to advance equality and to fair treatment and opportunities.  

By the end of 2025:

By Nationality

In 2025, 84 nationalities were represented in our workforce, with the most common being Egyptian (14.5% of the workforce and 7.4% of our total management), Russian (17.1% and 13.3% respectively), Nigerian (8.7% and 7.2%), Greek (5.8% and 4.6%), Italian (5.8% and 6.2%) and Polish (4.9% and 5.8%). This reflects the relatively large size of our markets in these countries.

By age: