A year in review Economic / Governance Environment Social Appendix Diversity, inclusion & people development Disclosure 401 – 3 We focus on employee development to improve skills and Customised initiatives were also pursued at the local level. In Parental leave productivity, constantly adapt skills to requirements and offer India, HR teams designed and introduced a training plan and Guided by our people ambition to create a place where we the best opportunities to our people. Talent development calendar customised to employees. In China, the local team love to be and grow, and in line with Sustainable Development involves developing leadership capabilities and ensuring we ran workshops to help employees develop a growth mindset, Goal 8 of supporting decent work, we are committed to have the people who can deliver on the needs of tomorrow. It resulting in both personal and business benefits. In addition nurturing a supportive work environment for our people and also enables us to retain and motivate qualified people. to workshops, employees were provided videos, audio books their families. We wish to contribute to a happier and and live streams on relevant topics including self-awareness, healthier life, especially for new parents and their children. Our internal programmes focus on proactive talent enhancing capacity and cultivating learning as a habit. development and nurturing a well-balanced workforce. All This year, we have enhanced our parental leave policy in the programmes offer challenging and inspiring learning In the Asia Pacific region, Fragrance & Beauty introduced an U.S. Under the updated policy, new parents will have an environments where employees are encouraged to explore ‘Upskilling Yourself’ programme to equip employees with skill additional six weeks of paid leave. This is in addition to the six and experience new ways of thinking and working. This often sets to help them succeed in changing environments. A survey weeks provided to birth mothers through the current involves a blend of digital tools, self-reflection, coaching, in the region showed that employees wished to focus on ‘pregnancy disability benefits. In addition to the official classroom sessions and virtual teamwork, providing a safe communication in a virtual environment, influencing stakeholders parental leave introduction in the U.S., we are also looking environment to apply and test what employees learn. There is remotely and engaging teams virtually. Nearly 400 training seats into a global parental leave alignment in 2022. This involves a strong focus on applying what has been learned back into were provided to F&B employees in the region. designing a global parental leave framework that will define the work environment. minimum standards to be applied across our company to Our long-established Leadership Senses curriculum, which support employees as new parents. This helps provide a For example, we have specific mentoring initiatives and aims to nurture and develop talent from within the Company, healthy start in the life of their children, and promotes their flavourist, operations and management trainee programmes; was redesigned during 2021. We used feedback from 300 own wellbeing as working parents. a sales academy in Taste & Wellbeing and the Givaudan managers and participants, integrated our purpose and 2025 Perfumery School in Fragrance & Beauty. In 2021, we also strategy, and looked at case studies from leading In addition to this leave, and within our global flexible working introduced the ‘Sharpist Coaching’ programme in Zurich. In this organisations to redesign the programmes to accelerate framework, employees have the option to pursue flexible pilot, about 10 employees benefited from one-to-one video effective leadership behaviour development in key talent. The working arrangements in line with the local rules and guidelines. calls with a professional coach and from tailored learning five programmes of Leadership Senses – Discover, Begin, content that complemented many of our programmes. Grow, Evolve and Enhance – offer sequential steps in building Disclosure 404 – 2 leadership skills at every stage of a person’s career journey. Training and education We provide an engaging and inspiring environment for Since the launch of our leadership programmes in 2015, a total employees to realise their career aspirations. This involves of 1,292 of 2,300 targeted managers have been trained – of proactive talent development, targeted technical and During 2021, we also added LinkedIn which 50% are in our leadership pool. Our foundational functional support and work to strengthen leadership manager programmes which are designed for front-line capabilities. We also underpin the growth of a strong Learning to offer ‘just-in-time’ workforce by nurturing a pipeline of industry experts and training to more of our employees, future leaders to develop skills for sustained success. across all our locations. * This programme was piloted in late 2014 with 35 participants, and in 2021 we redefined and focused the scope of the targeted population. 91 Givaudan — 2021 GRI Sustainability Report