An Analysis of Equality and Diversity at the Coca-Cola Company

This report presents an equality audit of the Coca-Cola Company, examining its approach to managing diversity in employment. It begins with an introduction to the organizational profile of Coca-Cola, including its global presence, product range, and industry context, followed by an analysis of equality and diversity within the company. The report explores evidence of equality, inclusion, inequality, and exclusion, focusing on initiatives such as the 'Supporting Human Rights' program and gender diversity strategies. It details the measures taken to provide equality and manage diversity, including the four pillars of gender strategy: sponsorship, storytelling, mobility, and bias awareness. The implementation of these measures, along with any obstacles encountered, and their outcomes are discussed. The report also assesses Coca-Cola using the Kirton and Greene Typology to categorize its approach to diversity. The methodology includes data collection from organizational reports, CSR reports, sustainability reports, blogs, and case studies, with analysis linking findings to existing literature. Ethical considerations and the contributions of each group member are also outlined, providing a comprehensive evaluation of Coca-Cola's diversity and equality practices.

Running head: MANAGING DIVERSITY IN EMPLOYMENT
Managing Diversity in Employment
Name of the Student
Name of the University
Author Note

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Table of Content
Questions of Equality Audit Report...........................................................................................2
What and How presenting the evidence from the company..................................................2
Why? –interpretation of the evidence based on existing knowledge.....................................2
How – the evidence was collected and analysed...................................................................2
1. Introduction of the organisational profile..............................................................................2
2. Equality and Diversity in organization..................................................................................5
a). Evidence of equality/inclusion or inequality/exclusion in Coca Cola..............................5
b). Measures taken to provide equality and manage diversity –diversity strategy................7
c). Implementation of measures -obstacles/difficulties in implementation.........................10
d). Outcome of the measures................................................................................................12
3. Assessment using Kirton and Greene Typology..................................................................13
a). A broad approach to diversity.........................................................................................13
b). Explaining, why the company ‚fits’ a particular category..............................................15
4. Methodology........................................................................................................................16
Data collection method........................................................................................................16
Data Analysis:......................................................................................................................17
Ethical Consideration:..........................................................................................................18
5. Contribution and role of each group member......................................................................18
References................................................................................................................................19

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Questions of Equality Audit Report
What and How presenting the evidence from the company
In order to present and analyse the facts related to equality in the organisation, the
information has been collected from a number of organizational reports including annual
reports, CSR reports and sustainability reports, blogs and case studies of Coca Cola. In
addition to this, wide reading sources have also been used to collect evidence.
Why? –interpretation of the evidence based on existing knowledge
In order to perform the interpretation of the chosen context, collected data and
existing knowledge related to equality has been aligned. However, there have been a number
of gaps in knowledge with respect to equality because there are many of theories and models
in relation to diversity, equality and policy management. Thus, it can be mentioned that the
analysis and interpretation is completely based on existing knowledge and findings. When
interpreting the data, collective evidences –such as existing research reports
How – the evidence was collected and analysed
Evidence about the diversity, equality and policy management were collected from
the reliable organisational sources like organisational reports like annual reports, CSR,
sustainability reports, blog and to perform the analysis, interpreted findings have been linked
to existing literature and existing knowledge. However, to analyse the findings, the data has
been presented with graph and table where possible.
1. Introduction of the organisational profile
In order to perform and analysis the gender equality and diversity, Coca Cola has
been considered in the report. It has been identified that Coca Cola is a large global business
that runs on a global scale in beverage industry. The Coca Cola is known as the leading brand

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in the global beverage sector with more than 2800 products in more than 200 nations (coca-
cola.com 2020). Coca Cola started its journey in 1892 and presently, the organization is
engaged in the manufacturing and selling syrup and concentrate for Coca Cola. Additionally,
Coca Cola also manufactured soft drinks and citrus drinks.
Significant business moves
Besides its large and incumbent presence in United State, UK, China and other
emerging nations, Coca Cola entered the new market as the expansion initiative in 1990. The
organisation started products in East Germany and then it started its journey in 1993.
Particularly, in 1992 the organization Coca Cola first introduced its first bottle made from
recycled plastic and this was a major innovation in the beverage sector (coca-cola.com 2020).
Along with this innovation initiative, the organization Coca Cola manufactured several new
beverages including Qoo children’s fruit drink, Powerade sports drink and Dasani Bottled
Water. It has also been identified that Coca Cola also required Barq’s root beer in the United
State (coca-cola.com 2020).
Industry
It has been identified that almost 60% of global soft drink and beverages sector is
governed by Coca Cola and Pepsi in which almost 40% of overall market is acquired by Coca
Cola (coca-colahellenic.com 2020). This has also been identified that Coca Cola faces a
tough competition from the increasing market of healthier alternatives to sugary soda drinks –
such as energy and nutritional drinks. Consequently, it has reduced Coca Cola’s operating
range from almost 25% to 20% since 2000 (coca-cola.com 2020). Thus, in order to deal with
this dynamic market trends, Coca Cola developed their own alternative beverage but the
brand was not immune to the market competition. It is also noted that market trends of
carbonated beverages have changed because customers have started to seek out more suitable

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and healthy alternatives. However, Coca Cola experienced a significant decline through the
increased competition and predicted a continued downward trend for the major brands even
though the brand Coca Cola is expected to continue to dominate the overall beverage sector.
Nonetheless, according to the current industry scenario of Coca Cola, more and more people
tend to choose low-calorie foods and beverage as the most effective way to balance caloric
intake with the physical activity.
Employee Profile of Coca Cola
It has been identified that employee profile of Coca Cola is a big picture as there has
been a number of ups and downs. Particularly, in 2018 the organization experienced an
increase of 1.29% observed in 2018 compared to the figure observed in 2017. Particularly, in
2017 the organization observed a harsh decline of 38%. As per Annual review of 2019,
workforce strengths of Coca Cola is 62600 (coca-cola.com 2020). Additionally, the
organization employs 225 partners and others in bottling operations in its value chain which
brings success to Coca cola. As the brand is going to accelerate its move to a total beverage
brand, it is significantly cultivating a culture which supports the evolution. In addition to this,
Human Right fulfilment initiative fundamentally centred on own employee ensuring that the
employees have a safe and supportive environment. According to Hassan, Amos and
Abubakar (2014), Coca Cola organisation developed the dedication to financially strengthen
five million women by the year of 2020 by virtue of its 50y20 initiatives. As the part of this
initiative, the organisation has trained 200,000 women and empowered through the program
“Success is Me” which seems to be biggest as well as most comprehensive professional
activation program for women in Poland (Çal and Adams 2014). Moreover, in order to create
gender equality the organization empowered 866,787 with the increase of 31% from the year
2017 (coca-cola.com 2020).

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2. Equality and Diversity in organization
As put forward by Madera (2013), equality and diversity has many things to do with –
starting from the establishment of vibrant cultures to enhanced responsiveness to employee
and customer needs, greater innovation and creativity, all of them can be shaped through this
equality and diversity. According to Mazur (2014), equality and diversity policy help the
organization to complete in an increasingly globalised and diverse marketplace. Nonetheless,
it sometimes difficult to achieve because it may take significant effort and easy to be derailed
due to unconscious bias as well as the taken for granted techniques instead of welcoming
diversity.
a). Evidence of equality/inclusion or inequality/exclusion in Coca Cola
If equality and inclusion or inequality and exclusion needs to be analysed, it is
essential to focus on Coca Cola’s ‘Supporting Human Rights’ initiative. It can be
mentioned that equality or inclusion is a significant part of diversity management. According
to Calu et al. (2016), workplace diversity can vary on the basis of age, gender, social status,
marital status, disability, sexual orientation, personality and culture. In the context of
multiculturalism has always been significant of diversity particularly in the western nations
including EU nations while racial equality seems to be predominant matter in South Africa
and USA. Nonetheless, challenges associated with above stated elements of diversity have
partly been addressed in Coca Cola’s inclusive workplace’s approach. The evidence of
equality and inclusion is reflected on Coca Cola’s gender diversity and equality management.
According to Tripodi (2013), by developing an inclusive workplace environment, the brand is
seeking to leverage the talent, insight and ideas of global employees. Three leadership
councils as well as eight business resource groups continue to be a significant force in
shaping an inclusive culture which serves the as resource to business.

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Figure 1: Global Female employee by level of at the Coca Cola Company
(Source: coca-cola.com 2020)
So, Coca Cola, in order to strengthen its business through equality or inclusion, it relies its
developed four pillars of gender strategy –sponsorship, storytelling, mobility and bias
awareness
Sponsorship: It increased the pace of exposure for women and easy access to
different types of opportunities for activating the leadership spectrum towards what may be
regarded as 50/50 diversity (Karnani 2014). However, compared to other large corporate
brands, Coca Cola is leading ahead in relation to gender diversity and inclusion. However, it
should be noted that developing equality policies and framework but not implementing them
properly is just like the brand that hardly shows any initiative towards the same; hence the
most important fact is, how the brand is implementing the policies. For example, the large
wholesale brand Wal-Mart faced gender discrimination lawsuits from female employees
(Karnani 2014)
Mobility: Mobility approach at Coca Cola stands as the enabler for women’s growth
and experience in relation to equal payment and opportunity. This is another significant

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initiative towards equality and when compared to industry scenario, it is noted that almost
100 present and former employees have filed suit against Wal-Mart alleging unequal pay and
lack of opportunity (Irefin and Mechanic 2014).
Storytelling: This pillar highlights the stories that demonstrates the female talents and
inspire a new generation of leaders. For example, Coca Cola’s initiative of Sari Sari Stories
Training and Access to Resource (STAR).
Bias Awareness: This pillar is developed to foster an inclusive culture and engage men. The
organisation has built the initiative of a strong as well as sustainable pipeline comprised of
various suppliers targeted towards the largest spending pools of the Coca Cola Company.
b). Measures taken to provide equality and manage diversity –diversity strategy
It can be mentioned that diversity and equality is significantly aligned with company
culture. Coca Cola has implemented a culture where people are curious empowered and
inclusive. The cultural mantra is about ensuring progress or growth instead of worrying about
attaining perfection. When it comes to organizational culture, there are two things that often
comes in mind: culture of the people and culture of the organisation. One can influence the
other and both can be forces of change and momentum for the business. For several decades
in the corporate business, it is noted that culture did not hold the same value or equal value in
the workplace the way it holds today. Moses and Vest (2010) mentioned that cultural
backgrounds of employees often impact the culture of the working environment with the
successful outcome. In the case of Coca Cola, it has been observed that the brand is trying to
fasten its move to a complete beverage brand by cultivating a culture that give ways to
evolution and enable the brand as a whole to progress. So, curiosity, empowerment and
inclusion as the core element of Coca Cola’s culture helping to build a positive effect on

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people. Following are some of the highlights relevant to Coca Cola’s equality and diversity
policies.
 Almost 96% of company-owned facilities in full compliance with its Human Rights
Policy
 Almost 200,000 women were empowered through the program of ‘Success of Me’
 $600 million invested on various suppliers in the year of 2018 as the part of achieving
the goal of spending $1billion (Hassan, Amos and Abubakar 2014)
 Developed the policy of making gender diversity in the workplace as the top priority
across the various nations in which Coca Cola is seen to operate
 Four pillars of gender diversity policy : sponsorship, mobility, bias awareness, and
storytelling
 Senior leadership within Coca Cola goal of Coca Cola is to see 50% of women in the
senior or executive position. The present achievement record indicates 26% of women
was empowered in the senior position in 2009 and there is an increase of 6% in the
first decade of the policy (coca-cola.com 2020).
 Coca Cola partners with the government agencies as well as NGOs to resolve specific
challenges to success in business which women entrepreneurs are seen to face. For
example, in India, Coca Cola partnered with Indian government to resolve the issue of
decreasing ground water level
Though the above findings are little of relief to world Human Rights establishments but in
reality corporate giants are not immune to critics and social debates. Calu et al. (2016) argued
that although, Coca cola developed a set of human right, diversity and inclusion policies but
the initiative took plenty of time, while Coca Cola’s environmental exploitation does not
seem to be ceased at any recent market focus. In response to this claim Irefin and Mechanic
(2014) mentioned that challenge with the management of diversity and the requirement of

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regulations to resolve the issue is eminent because businesses like Coca Cola that have well-
written documents for hiring and firing are found to have greater percentage of women. On
the contrary, Rothaermel (2016) mentioned that HR diversity management practices should
start off by measuring diversity because diversity capabilities are most likely to be
undermined by lack of attention to well documented policies. However, when it comes to
inclusive working culture as the shade of diversity, it can be mentioned that Coca Cola is
seeking to achieve the aim through women training program.
 Since 2011 Coca Cola supported women entrepreneurs in the Philippines who govern
the ‘Sari Sari’ stores –such as the micro enterprise neighbourhood convenience stores
 The Sari Sari Training and Access to Resource (STAR) is centred on making the
business more financially sustainable and this reached more than 150,000 women
(Chan, Watson and Woodliff 2014)
 Almost 97% of women observed that Star training is highly relevant and useful to
their business management. Consequently, business revenue increased by 17%, store
earning increased by 12% as well as the store inventory increased by 20% (coca-
cola.co 2020)

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Figure 2: Women empowerment scenario at Coca Cola
(Source: coca-cola.co 2020)
c). Implementation of measures -obstacles/difficulties in implementation
It has been identified that to fulfil the diversity and equality goals, Coca Cola has
taken broad series of initiatives and the organisation is trying to implement women centric
approach as the part of their equality or inclusive workplace objective. According to Çal and
Adams 2014), creating an environment where everyone can reach their full potential
irrespective of gender, age, sexual orientation, religion or any sort of socio-economic
background, is the key to drive any business forward. It is noted that the beverage giant aims
to create a workplace environment which build the confidence and support the ambition for
all employees irrespective of difference, background or personality. However, despite the
broad aim of diversity and equality, the beverage giant is not immune to diversity challenges.