Barilla Group

Our D&I Journey

Barilla is on journey, and our journey has been one of introspection and discovery. Along the way we have stumbled, but each and every step of the way we saw opportunities to accelerate and consolidate our commitment toward diversity and inclusion. How? By embarking on result-oriented partnerships with external organizations, implementing tangible changes in policy and procedures, raising awareness of diversity and inclusion naming a Chief Diversity Officer who reports directly to the CEO, and securing a long-term commitment from our senior leadership to these advances.

Our key facts

We want to be an increasingly inclusive company for all and we will continue to promote a culture of diversity and inclusion among our employees and partners, wherever we operate. Highlights of our commitment to inclusion:

• Our Employee Resource Groups (ERGs) are voluntary, employee-led groups that foster a diverse, inclusive workplace aligned with our purpose, values, goals, business practices, and objectives. Currently, there are 17 ERGs promoting various subjects. Our ERGs are a key component of our D&I strategy.
• A D&I survey acts as an important vehicle for employees to communicate their needs and challenges regardless of their role or location. The Barilla D&I Board, senior leaders, and managers use the survey results to hear the voices of their employees and to develop key programs based on the specific needs of their business function, region, and culture. The survey also acts as a measure of progress on Barilla’s D&I metrics.
• Barilla’s work is global, even reaching regions where there may be cultural obstacles, such as acceptance of the LGBTQ+ community or people with disabilities.
• Barilla has achieved gender pay equality in 2020 globally for all employees. It was also one of the first companies in Italy to achieve many inclusion milestones, such as formalizing flexible working around the world and becoming the first Italian company to support the United Nations Standards of Conduct for Business Against LGBTQ+ Discrimination in the Workplace.

• From 2013 to 2020, women’s representation increased in Barilla’s top band (direct reports to the CEO) from 8% to 28%. From 2014 to 2020, women’s representation also increased in the direct reports to the Global Leadership Team (Band 2) from 23% to 36%; direct reports to senior leaders (Band 3) from 40% to 47%; and all women in leadership positions globally increased from 33% to 38%.
• Our Supplier Diversity & Inclusion Program aims to encourage partnerships with minority, women, LGBT+, people with disability owned businesses, and small and medium-sized enterprises.

• Our most recent milestone in our long-standing commitment to Gender Equality is our new Global Parental Leave Policy: as from January 1st 2024, we will offer a minimum paid parental leave of 12 weeks for all Barilla parents, both birth and adoptive ones.