• Kellogg's 2013/2014
    Diversity and Inclusion Annual Report
    Features
    Scroll down and use the navigation tabs above to read the report online.

LETTER FROM OUR

PRESIDENT, CEO AND CHAIRMAN

“DIVERSITY ENCOURAGES THE SHARING OF RICHER, BROADER IDEAS THAT CAN LEAD TO BREAKTHROUGH INNOVATIONS.”

photo of John Bryant

At Kellogg Company, diversity and inclusion are not add-ons, extras or “nice to haves.” They are central to who we are and what we do.

It's vital for the long-term success of our business that our workforce be as diverse as the consumers who enjoy our products. Diversity helps to ensure that we understand and can deliver on what our consumers want. Diversity encourages the sharing of richer, broader ideas that can lead to breakthrough innovations.

For diversity to have these benefits, of course, every Kellogg employee must feel valued, included and appreciated for who they are. We want our employees to bring their authentic “whole selves” to work, so we can all work together for the success of our business. And we expect our people managers to value diversity and to act in an inclusive manner, which is why diversity and inclusion are aspects of their performance development plans.

In 2013 we added two new individuals to our Board of Directors. We have a tremendous Board full of talented people with a wide diversity of backgrounds and experiences. And with seven men and five women now on the Board, we are well above average for Fortune 500 companies in terms of female representation. (According to Catalyst, a nonprofit organization that seeks to expand opportunities for women in business, just 17 percent of Fortune 500 board positions were held by women in 2013.)

To help strengthen the diversity of our senior talent pipeline, we recently launched our new Kellogg Executive Cross-Cultural Mentoring program. Each member of our Global Leadership Team, including me, is mentoring at least one other senior manager of a different gender, race or cultural background. We fully expect that the learnings from these mentoring relationships will be mutually beneficial, and will help to enhance all of our capabilities over the long term.

This report describes many of our other diversity and inclusion efforts and accomplishments over the past year — such as the global expansion of our Women of Kellogg Employee Resource Group (ERG), and our recognition once again on DiversityInc's prestigious list of Top 50 Companies for Diversity.

We're very proud of these and other accomplishments, but there's always more to do.

Thank you for joining with us on our journey.

Sincerely,

John Bryant


MESSAGE FROM THE OFFICE OF

DIVERSITY AND INCLUSION

Welcome to Features, Kellogg Company's fifth annual publication highlighting our diversity and inclusion (D&I) efforts.

We're so pleased to share with you our progress, which truly is the result of the hard work of numerous individuals throughout our company — not only at headquarters, but in our field offices, plants and distribution facilities in the U.S. and around the globe.

As the global “center of excellence” for D&I at Kellogg, our vision is to build a stronger company by fostering an inclusive culture that leverages diversity as a competitive advantage. With great support across the business, we work daily to bring this vision to life with actions and programs — many of which we're proud to feature in this year's report — that build cultural intelligence and agility. We have D&I champions all across the company who are doing great work without any recognition. To those and all our champions, we say “thank you.”

Whether you are a consumer, a customer, an investor, or a past, present or future employee, we hope you enjoy reading about our efforts. We welcome your feedback at diversity.inclusion@kellogg.com.

Sincerely,

Mark King, Global Head, Diversity and Inclusion,
on behalf of the Kellogg Office of Diversity and Inclusion


2013 KELLOGG COMPANY

DIVERSITY SNAPSHOT


RECOGNITIONS

KELLOGG HONORED FOR DIVERSITY AND INCLUSION INITIATIVES

Kellogg Company's efforts to foster a more diverse and inclusive workforce are regularly acknowledged by external organizations.

In early 2014, for example, we were again recognized as a top company for diversity by DiversityInc, advancing to No. 31 on that organization's “Top 50 Companies for Diversity” list. We ranked No. 32 last year, and this is the third consecutive year we have received the recognition.

In addition, we were included on DiversityInc's first-ever specialty lists — achieving No. 3 on the Top 10 Companies for Diversity Councils and No. 6 among Top 10 Companies for Employee Resource Groups.

DiversityInc considers four core areas in evaluating companies for its Top 50 list: the CEO's commitment to diversity and inclusion; human capital; corporate and organizational communication on diversity-related issues; and supplier diversity. A more rigorous methodology and increased participation in the analysis have made this process increasingly more competitive each year.

The DiversityInc honor comes as Kellogg also was recently recognized by 2020 Women on Boards, a nonprofit campaign committed to increasing the percentage of women in corporate governance. The organization lists Kellogg among its “Winning Companies” that understand the importance of board diversity and have 20 percent or more women on its board of directors. Our Board representation now consists of 58 percent men and 42 percent women, more than double the Fortune 500 company average of 17 percent of board seats held by women.

Another recent noteworthy recognition was Kellogg Company's inclusion in 2013 on Working Mother magazine's list of 100 Best Companies. Companies are selected for this list based on an extensive application that tracks the company against others in the areas of paid time off, leave, workforce profile, benefits, company culture, work life programs and more. At Kellogg, we work hard to encourage workplace flexibility and support our working parents. For example, we offer paid maternity and paternity leave, lactation rooms, flexible work arrangements and reimbursement for dependent care while away on business that occurs before or after normal work hours.

Detailed award applications like the ones we completed for Working Mother and DiversityInc serve another purpose for Kellogg as well: They help us to identify areas of interest to stakeholders and opportunities for enhancement. These types of application processes are an important part of our efforts to drive continuous improvement in diversity and inclusion.

Other recognitions received in 2013 and early 2014:

Top 50 Companies for Executive Women
National Association of Female Executives

Human Rights Campaign
100% score on the annual Corporate Equality Index

Best of the Best: Top Veteran-Friendly Companies
U.S. Veterans Magazine

America's Best Places for Latinos to Work
Hispanic/Latino Professionals Association

Top 50 Best Places to Work in STEM fields for Native Americans and Alaska Natives
Winds of Change magazine

Top 50 Employers for Equal Opportunity
Equal Opportunity magazine

REACH Award in Business, for K-Pride & Allies ERG and Kellogg Company
Kalamazoo Gay Lesbian Resource Center

KELLOGG EMPLOYEE RECOGNIZED
BY WOMEN'S FOODSERVICE FORUM

In early 2014, Susan W.,1 Director of Customer Marketing with Kellogg Company's Specialty Channels division, was one of five women chosen nationwide by the Women's Foodservice Forum (WFF) for inclusion in their “Women Making Their Mark” list. The list recognizes up-and-coming leaders in the food industry.

“WFF is widely respected and well known in the industry, so this was a tremendous honor for me,” said Susan. “Last year Kellogg won the Jackie B. Trujillo SOAR Award from WFF, which is a huge award in the industry. (SOAR stands for Standard-setters for Opportunity, Advancement and Recognition.) So to follow up with this — it's a really great testament to Kellogg and to the company's commitment to developing women leaders.”

Susan oversees marketing and communication strategy for Kellogg across the foodservice, vending and convenience channels. She has worked in several roles in her 12 years at the company, ranging from product marketing, innovation and new product development, to financial planning and reporting. A WFF member since 2002, Susan has held leadership positions at WFF on several committees.

1 Throughout this report, we use first names and last initials only for our nonexecutive employees, to protect their privacy.

KELLOGG D&I CHAMPIONS EARN
WELL-DESERVED RECOGNITIONS

NORMA BARNES-EURESTI
Vice President and Chief Counsel, Labor-Employment & Intellectual Property

Norma was recognized by the Multicultural Foodservice & Hospitality Alliance in their 2013 Tribute to Hispanic/Latino Leadership in Foodservice & Hospitality.

SAMMIE LONG
Senior Vice President, Global Human Resources

Sammie was one of five women profiled in a DiversityInc magazine piece about retaining high-potential women.

KIMBERLY REED
Senior Vice President, Sales

Kimberly and Theodora were honored by the Multicultural Foodservice & Hospitality Alliance in their 2014 Tribute to Black Leadership in Foodservice & Hospitality.

THEODORA MORILLE-HINDS
Vice President, Global Quality Technical Standards and Image

DEBRA Q.
Manager, Supplier Diversity

Debra was honored by Kellogg with the 2013 W.K. Kellogg Diversity Award, for her commitment to establishing and growing successful business relationships with increasing numbers of qualified and certified diverse suppliers.