Asahi UK Ltd is the UK subsidiary of Asahi Europe & International Ltd, a leading global beer, spirits, soft drinks, and food group, and has approximately 700 employees.
Identifying key challenges, Asahi recognised the need to better understand the diversity within its newly consolidated UK workforce, comprising six different sites and numerous hybrid-working colleagues.
Although standard HR data and an existing engagement survey offered general insights into inclusivity, Asahi aimed to delve deeper. The goal was to paint a comprehensive picture of colleagues’ faiths, backgrounds, gender identities, sexual orientations, caring responsibilities, and ability adaptations.
Led by its colleague-driven Inclusivity Forum, spanning functions and seniority, Asahi proactively tackled concerns about gathering personal information in the first year of a voluntary survey. They crafted 15 straightforward, multiple-choice questions resembling key diversity, equality, and inclusion (DEI) data points, aligned with the UK census. With free-text responses moderated by the Employers Network for Equality and Inclusion (enei), they aimed for a comprehensive approach.
Adopting a strategic plan for long-term data quality, Asahi ensured clear communication of results and synchronisation with DEI initiatives. The UK-wide, anonymous survey was complemented by a robust campaign highlighting its importance in creating an inclusive culture. Over half of the respondents provided detailed comments, showcasing high engagement. Beyond data collection, the project’s impact was maximised by disseminating results widely and involving colleagues in targeted DEI activities, addressing identified challenges in underrepresentation and inclusion.
Evidence of impact
Asahi’s Employee Resource Groups (ERGs) now engage with 15% of the workforce, focusing on key topics like work-life balance, LGBTQ+ inclusion, and mental wellbeing. Concurrently, the Senior Leadership Team reviews recruitment and development practices to attract diverse talent, using future benchmarks from DE&I survey results.
An engagement survey indicated improved DEI-related scores, revealing areas of underrepresentation and prompting exploration of colleagues’ challenges. Surprisingly, it uncovered a significant number with caring responsibilities, shaping Asahi’s ongoing policy review, and emphasising qualitative insights alongside quantitative metrics.
The information contained within this resource was accurate at the time of its publication. This article was created in January 2024.
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