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Women-in-Leadership at Coca-Cola Europacific Partners

Promoting gender equality and empowering women continues to be a key priority. We aim to support women at senior levels and improve the gender balance in our talent pipelines through a range of training programmes and other initiatives.

We build our female leadership pipeline through Women in Leadership, a series of training and mentoring programmes supporting the professional development of our female employees at different stages of their careers. For example, the series includes Connect to Grow, a mentoring programme aimed at senior managers, associate directors and directors.

Connect to Grow supports our talented women leaders to achieve their potential by partnering them with experienced leadership mentors, and building their connections across the business. Since its launch in 2017, 20 women have taken part in the programme.Other programmes in the series include Leading with Purpose, which gives leadership training to women in their midcareers, and the Signature Programme, which helps our senior leaders build contacts across different industries. We have launched a new internal recruitment programme called Hiring Manager Excellence which trains managers in recognising unconscious bias and mitigating against it during the recruiting process

 

Samina's Women-in-Leadership story

Samina

 

Three and a half years after leaving university, Samina was approached by CCEP who asked if she’d like to join our Commercial Finance team as an Analyst. In roughly 10 years here, she’s seen the proof in our promise to promote more female business leaders. We’ve supported Samina in becoming a fully qualified accountant and she’s quickly progressed to Associate Director level – all while achieving the perfect work-life balance as a mother to her child.

 “As an Associate Director, I manage a team of seven people – comprising Senior Managers, Managers and Analysts. I feel empowered to make an impact on the business and also the employees that I manage and interact with. Seeing the results of coaching team members, watching them succeed in developing their careers and ensuring they have the best prospects is really rewarding. However, when I was relatively new into my role, I learned I was pregnant. I was initially sceptical as to how to break the news. However, after I discussed this with my then line manager I felt much more comfortable. CCEP promote flexible working, so I was always made to feel comfortable with adjusting my hours if I needed to attend medical appointments. Once on maternity leave, I was able to use CCEP’s ‘keep in touch’ days to help me stay up to date with the team.”

Articles in Women-in-Leadership at Coca-Cola Europacific Partners

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