Saturday, 17 November 2018
BREAKING NEWS

What a diversity agenda has done for Kellogg’s staff and innovation engagement

What a diversity agenda has done for Kellogg’s staff and innovation engagement
22 Aug
12:25

There is a lot of talk about how improving the diversity and inclusion of leadership teams can be a driver of greater innovation.

But when Belinda Tumbers stepped up to become the managing director at Kellogg Australia in April 2016, she did more than just talk.

“When I took on this role, I changed out a large portion of the leadership team, and we now have 50/50 male female diversity, with women in key roles as opposed to support roles,” Tumbers tells CMO. “And the impact on our results has been pretty significant.”

For starters, she demolished a status quo where management roles had been 90 per cent male. She has embraced age diversity as well, with a team whose members range from 36 to 62 years of age, and ethnic diversity is also broader now.

 “With credit to the organisation, they gave me full autonomy,” Tumbers says. “I had a clear rationale as to what the changes were that I needed to make and the reasons for doing it, and I also have a boss and a company that is very supportive of diversity generally.

“If you have good diversity in an organisation, that is the only way you can facilitate a change.”

The benefits are now starting to flow. For starters, Tumbers says staff engagement is now up 14 points since the changes were made.

“It is probably more of an open and inclusive culture that it has been before,” she continues. “We have a far more open, collaborative style of communication now.”

« »

allsites

Related Articles