Coke Comes Out

Coke Comes Out

The first business in New Zealand to sign up to the Rainbow Tick diversity programme, Coca-Cola Amatil (CCANZ), is delighted to announce it has now been fully accredited and is the proud owner of its very own resplendent tick.

For one of the country’s largest FMCGs, the tick represents part of a wider strategy that makes CCANZ one of the best operators in the business.

“Being a part of the Rainbow Tick accreditation programme isn’t just a nice to have for us. It’s a must have,” says Martin King, General Manager Human Resources, CCANZ. “That’s why we were the first business on board.”

“We see diversity as an essential part of running a business in today’s marketplace. Having a multifaceted workplace not only creates innovative thinking, it grows talent and gives us a distinct competitive advantage,” he says.

People and diversity are at the heart of CCANZ’s operation and one of the company’s central HR strategies is making sure they foster a culture of inclusiveness throughout all areas of operation.

“Wider New Zealand society is more diverse than ever before and we want our workplace to be reflective of that. In turn, that diversity serves to ensure that the decisions we are making are the right ones for the environment in which we’re operating,” says King. “That’s what a variety of thinking can bring to the table.”

Michael Stevens, Director of the Rainbow Tick programme says, “I’m immensely proud of the work Coke has done to become a fully accredited organisation. To have one of New Zealand’s largest and most recognisable brands on board is a great boost of confidence to its employees who now have real tangible evidence that it’s serious about diversity in the workplace.”

To be awarded the Rainbow Tick, Coca-Cola Amatil (CCANZ) had to through a rigorous audit and show its policies specifically mention and take into account the lesbian, gay, bisexual, trans and intersex communities. It also had to show it had appropriate procedures in place to handle cases of harassment. As well as demonstrating adequate staff support, the business had to show evidence that is fully engaged and active within the wider LGBT community outside of its day-to-day business.

-ENDS-

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