During 2021, we further professionalised Nutreco’s people development strategy. We improved the quality of our regular people review and succession management processes, which covers more than 126 senior positions, resulting in qualitative succession plans and concrete development actions for our future leaders. In addition, we put in place succession plans for a total of 1,062 positions.
Shaping leadership behaviours
In terms of learning and leadership development, we extended the functionality of Workday as our go-to learning platform, serving as the infrastructure for the delivery of numerous virtual functional and behavioural learnings, available for employees at all levels in the organisation.
In 2021, we included world-class learning platforms such as LinkedIn Learning in our course catalogue offer, allowing all our 12,000 employees to search and view relevant learning content. Despite the COVID-19 pandemic, we also continued delivering virtual leadership development programmes, including one that wasspecifically for women with leadership ambitions and had 140 participants in 2021.
Building a more outward looking and diverse culture
At Nutreco, we believe that diverse and inclusive teams have greater problem-solving capabilities, make better decisions and ultimately perform better. By promoting a diverse and inclusive working environment, we not only ensure that our workforce represents the world we operate in, but that we have access to the entire pool of available talent – something that is particularly relevant in today’s tight labour market.
We continue to focus on three key areas: balanced gender representation, increased nationality representation and a culture that promotes inclusion.