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Women's empowerment

Woman washing bottle

As a global company, we have an important role to play in helping the communities where we live and work to thrive. That is why we are focused on the issues we believe matter most in the communities where we source our raw materials and where we make and sell our products.

We know that every value chain contains barriers to women’s equal participation, and that removing these barriers is essential to unlocking the wider economic growth on which a business like ours depends. As well as aiming to build a truly inclusive and diverse business, our programmes aim to address the root causes of inequality through a combination of research, community programmes and advocacy. We are working in a global partnership for women’s empowerment with the NGO CARE International UK. To date, our programmes have empowered around 400,000 women with equal access to the skills and resources they need to build a better future for themselves and their families.

Inclusivity is at the heart of our company and the more we become representative of the consumers we serve, the more it will fuel our success. This year, we ranked second in the 2019 Refinitiv Diversity & Inclusion Index; were recognised in the Bloomberg Gender Equality Index; and were also ranked by Equileap as the top company for gender equality in the United Kingdom. Today, 40% of Diageo’s Executive Committee are women and we want our global senior leadership team to reach the same level of female participation by 2025 (we are currently at 36%).

Diageo starts global roll-out of ambitious maternity and paternity leave policy

Diageo to offer a global minimum of 26 weeks fully paid maternity leave and sets global minimum standard for fully paid paternity leave.

Read the feature

Diversity in the workplace

We were the first alcohol beverage company to sign the UN Women’s Empowerment Principles – we are committed to workplace diversity for our own business, as well as growing the talents, skills and capability of the women who work in our wider value chain.

Throughout our global business we have various initiatives and policies to ensure gender equality. These include:

  • 40% of our leadership to be women by 2025
  • 50% of our graduate/MBA intake to be women
  • All shortlists for leadership positions must include an internal female candidate
  • Flexible working, telecommuting, paid maternity leave and employee assistance programmes
  • Strong policies on diversity and programmes in many markets for health, safety, wellbeing and education for our female employees.

As of January 2019, women account for 44% of our Board of Directors and 40% of our Executive Committee.