Nestlé has reached 1:1 pay equity not only on gender dimensions, but also for underrepresented minorities. Now, we’re going beyond the foundation of pay equity to make culture, leadership and opportunity equitable too.

Today, March 24, is All Women’s Equal Pay Day in the U.S.

Today we recognize that it takes women an average of 15 months to earn what men earn in 12. It takes even longer for Black women, Native American women, and Latina women. There is no silver bullet, but there are changemakers in every industry working to improve workplace equity.

In 2019, we announced 1:1 gender pay equity in salaries of men and women at Nestlé, and today I’m proud to share that we’ve gone further to establish 1:1 pay equity in underrepresented minority employee salaries.

In addition to…


At Nestlé USA, we’ve prioritized employee voices, feedback, and empowerment. Here’s what’s next for us in building an inclusive culture.

I’ve spent three decades thinking a lot about diversity and inclusion. Some days that’s meant exploring policies and trainings, or bringing an equity lens to our employee benefits package. Others, it’s been about more personal questions: what strategies are required when you’re the ‘only one in the room’? How do we take pressure off employees adapting to a new environment? With all the time I’ve spent on these questions, and the work we’ve already done to address them, I had no idea how much more I could learn in just a few months of increased dialogue.

At Nestlé, we’re in…


Our first-ever pay equality analysis shows progress and surfaces opportunities

The Nestlé we know today wouldn’t exist without Clementine Therese Ehemant. After Clementine’s husband, Henri Nestlé, invented an infant cereal to save a neighbor’s malnourished child in 1867, she began to market and distribute the cereal beyond their home in Switzerland.

Henri invented the product, but Clementine jumpstarted the business that now, more than 150 years later, is still providing vital nutrition to children and families worldwide.

Women have played critical roles in Nestlé’s success since those earliest days. And we know that hiring — and retaining — female employees…


Nestlé’s Chief People Officer shares her experience building strong and collaborative teams, starting with an honest look in the mirror

At Nestlé, we’re working toward creating a culture of leadership that holds a mirror up to every one of us, at every level of management. It’s a commitment we’ve made to our tens of thousands of employees across the country, and a sign of our constant quest to improve how we work.

As the Chief People Officer at Nestlé USA, I understand that being an effective and strong leader is itself a full-time job. The best managers I’ve known or worked for over my career know how to be effective: creating the right culture and communicating clear objectives and strategies cultivates a highly motivated and performance-driven workforce. Strong leaders also understand that leading others is a privilege that is earned every day. At Nestlé, we know we can only serve our consumers if our employees are all-in at every level of the business.

Nestlé USA CEO Steve Presley talks about the virtues…


Nestlé USA’s Chief People Officer takes a look at spotlights across the U.S. and how the right company culture helps veterans thrive

For those who have served in the military, it can be a challenge finding a civilian workplace which respects and builds upon the skills learned in service. At Nestlé in the U.S. we want to overcome this challenge, fostering an inclusive working culture that allows our veteran employees and their families to thrive long term. We’re proud to have been named a Military Friendly employer, and we want to continue our progress in earning that title.

I joined fellow business community leaders from companies like Starbucks, CVS Health, Amazon, and Hilton for our Project Opportunity Alliance Symposium in Arlington, Virginia…


A lot of today’s career guidance focuses on mentorship and sponsorship, but Nestlé’s Chief People Officer says to remember peer relationships

When I think of the mentors I’ve had over my career, I don’t focus on the people who managed me, though I surely am indebted to many of them. Instead, I tend to reminisce about the fantastic group of peers who supported me along the way to my current role as our company’s Chief People Officer.

Early in my career, I bonded with a group primarily of women who also worked in human resources. We were in similar life stages, having children around the same time. …


Though I didn’t always know it was possible, I’ve found a way to thrive in the office as well as at home. It’s time to make sure all employees can do the same. Here’s how we’re leading the movement at Nestlé.

When I had my children more than two decades ago, I went back to work after four weeks. I even hid my pregnancies from my all-male team for as long as I could. I felt that if I didn’t, I’d be judged and my career would suffer.

At times in my early career, I didn’t just have a poor work-life balance. I had zero work-life balance. I was focused on work all the time, canceling vacations and even cutting out exercise entirely.

Eventually, I realized that if I was going to achieve my dream of driving a new future for…

Judy Cascapera

Chief People Officer at Nestlé USA. Driving Nestlé's recipe for success: people

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