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louisabertman · 6 years ago

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Illos for @rachaelraymag -10 Female Trailblazers Who Made History in 2019; Sabine Delettre Nakamura=Bartender at the Royal Bar in Tokyo, First female bartender at the Royal Bar at the famous Palace Hotel Tokyo; Clare Smyth=Chef-owner of Core in London, First female chef to run and retain a restaurant with three Michelin stars in the United Kingdom; Mashama Bailey=Chef at the Grey in Savannah, First African American chef showcased on the Netflix hit series Chef’s Table; Maggie Timoney=CEO of Heineken USA, First female CEO of a major beer company in the United States; Nina Compton=Chef-owner of Compère Lapin in New Orleans, First African American woman to win the James Beard Foundation Award for Best Chef: South; Marianna Eaves=Master distiller at Castle & Key Distillery in Millville, Kentucky, First female master distiller of bourbon in Kentucky; Ashley Eddie=Chef at Santina in New York City, First female executive chef to helm a restaurant with the Major Food Group hospitality company; Domonique Crenn=Chef-owner of Atelier Crenn in San Francisco, First female chef to earn three Michelin stars in the United States;Beth Ford=CEO of Land O’Lakes, First openly gay woman known to lead a company on the Fortune 500 list; Philippa Guy=Senior bartender at the American Bar in London, First female senior bartender at the Savoy Hotel bar in London in a century #internationalwomensday #thefutureisfemale #feminismis #womeninfood #womenshistorymonth #rachaelray #rachaelraymag @phoebeflynnrich @christinalizzo #wcr #womenchefs #womenwhodraw #louisabertman #Illustration #boss #iwd2019 #iwd #iwd19 https://www.instagram.com/louisabertman/p/BuwLCY2lfFB/?utm_source=ig_tumblr_share&igshid=1jcyrx9xroeh2

#internationalwomensday #thefutureisfemale #feminismis #womeninfood #womenshistorymonth #rachaelray #rachaelraymag #wcr #womenchefs #womenwhodraw #louisabertman #illustration #boss #iwd2019 #iwd #iwd19

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payprosalaska · 6 years ago

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Top Corporate Roles Are Rarely Held by Women

Susan Zirinsky became the first female president of CBS News in January. Maggie Timoney, named in December as CEO of Heineken USA, is the first woman to lead a major U.S. beer supplier. In May, Joanna Geraghty took on the No. 2 job at JetBlue Airways as its president and chief operating officer.

They are a rare sight: women in top leadership roles.

A study by executive search firm Heidrick & Struggles―the findings of which were released in December in Route to the Top 2018―found that women held 4.9 percent of the top roles in organizations across 13 countries. Female representation in the CEO role ranged from 6.9 percent in the U.S. to zero in Denmark and Italy. At companies listed on the Standard & Poor’s 500 index, women hold 26.5 percent of executive, senior-level and managerial positions but make up less than 5 percent of CEOs, according to a 2018 Catalyst survey.

And a 2016 DiscoverOrg diversity report found that women held less than 10 percent of the four most-senior-level roles—chairman of the board, chief executive officer, chief operating officer and chief financial officer―most commonly found at a Fortune 1000 company. However, 62 percent of the women in these top roles are chief executives in HR, and 48 percent are chief marketing officers.

Women, particularly women of color, “remain significantly underrepresented” in the corporate pipeline, according to “Women in the Workplace 2018.” The report is from McKinsey & Co. in partnership with LeanIn.org and is based on data from 279 companies across North America.

Overcoming Obstacles to Leadership Equity

Companies need to treat gender diversity like the business priority it is, the McKinsey study noted. Its data is based on information from companies that collectively employ more than 13 million people. The organizations shared their pipeline data and completed a survey of their HR practices.

Additionally, more than 64,000 employees were surveyed on their workplace experiences, and women of different races and ethnicities and those identifying as LGBTQ were interviewed.

[SHRM members-only toolkit: Developing Organizational Leaders]

The study suggests organizations take the following steps to achieve leadership parity when hiring, reviewing the performance of and promoting diverse employees:

Set diversity targets for hiring and promotions.

Many companies talk about having a diverse slate of potential leaders of different races, ethnicities, veterans, people with disabilities, but still do not include women among those candidates, pointed out Cathrin Stickney, CEO and founder of Parity.org. Her nonprofit asks organizations to commit to employ a version of the NFL’s “Rooney Rule” and to interview at least one qualified woman for open senior-level positions, including in the C-suite and on boards of directors.

Use automated resume-screening tools to reduce bias in hiring.

Require diverse slates of candidates for hiring and promotions. “Recruiters have networks in their database, and they go to the same well over and over and they track with candidates over [a candidate’s] career,” Stickney said. “They don’t always make sure their network of potential candidates is different than the ones they’ve been presenting. It’s important for companies to push back.”

Set clear, consistent evaluation criteria for hiring and promotions before the process begins.

Require unconscious-bias training for employees involved in hiring, reviewing and promoting workers.

Airbnb uses an animated video and tip cards that educate managers on unconscious bias, and it stopped asking employees to rate their performance, as studies have shown women tend to underrate their own performance and men tend to overrate theirs. Working with Stanford University’s VMware Women’s Leadership Innovation Lab, Airbnb also updated and standardized its criteria used in evaluations.

Provide reminders about how to avoid unconscious bias before the hiring, reviewing and promotion process begins.

Track outcomes to check for bias. Parity.org offers a free ParityIndex to measure, rank and benchmark all companies within their industries on the gender balance of their C-suite and board of directors. Results are private and shown in real time, and there is a “what if” calculator to show how an organization’s score can improve as it reaches gender parity.

Other Strategies

Interacting with senior leaders also can influence whether a career stalls or is headed in an upward trajectory. Employees who regularly interact with senior leaders—even in casual conversations or lunch meetings—are more likely to ask for and receive promotions and to aspire to be leaders in the organization. However, women get less access to senior leaders than men have, the McKinsey report found.

Cisco’s Multiplier Effect program challenges leaders in the tech industry to pledge to sponsor one person—someone of a different race, culture, ability, gender, generation, ethnicity or sexual orientation—to advance to the next level. The idea is to create a multiplier effect by building a diverse pipeline at every level in the industry.

Procter & Gamble’s Men Advocating Real Change (MARC) program enlists male employees as diversity champions and hosts regular workshops for program participants. The company also has a Women’s Accelerator Program and Athena in Action initiatives to help high-potential women develop skills necessary for success in senior-level roles.

A growing number of organizations are signing the Paradigm for Parity pledge to commit to achieving gender parity in senior leadership by 2030 and develop women and minorities who can step into leadership roles. The coalition, launched in 2016, is made up of CEOs, senior executives, founders, board members and business academics committed to gender equity in senior executive roles and on corporate boards.

Signatories agree to:

Minimize or eliminate unconscious bias. Unconscious-bias training and inclusion training are among the strategies to do this.

Significantly increase the number of women in senior operating roles.

Measure targets at every level and regularly communicate progress and results. Hold the entire senior team accountable to gain meaningful progress.

Base career progress on business results and performance, not on time spent in the office. This allows employees control over where and how they work whenever feasible.

Identify women with leadership potential and provide them with mentors and sponsors. Men have a critical role to play in advocating for women internally and in the wider corporate world.

HR has a role in raising awareness and educating management at their organizations on the value of diversity, particularly gender diversity, Stickney said.

“Often HR is educating across and down” within the organization. “What would be great is if HR and leaders for diversity and inclusion were educating … the C-suite and even the board.”

Best Practices for Improving Gender Diversity

% of U.S. Companies That Do This ☐ Track representation by: Gender 96% Race 79% Gender and race combined ☐ Track representation by: Gender 38% Race 32% Gender and race combined 10% ☐ Share most gender-diversity metrics with employees 12% ☐ Hold senior leaders accountable for progress on gender-diversity metrics 42% ☐ Hold managers and directors accountable for progress on gender-diversity metrics 16%

Source: McKinsey & Co. Women in the Workplace 2018 report.

Steps for Minimizing Bias in Hiring, Performance Reviews and Promotions

Hiring Reviews & Promotions % of North American Companies That Do This ☐ Set diversity targets 29% for gender 9% for gender and race combined 21% for gender 8% for gender and race combined ☐ Use automated resume-screening tools to reduce bias 23% N/A ☐ Require diverse slates of candidates to be considered 48% 26% ☐ Set clear, consistent evaluation criteria before the process begins 72% 71% ☐ Require unconscious-bias training for employees involved 36% 32% ☐ Track outcomes to check for bias 78% for gender 35% for gender and race combined 42% for gender 18% for gender and race combined

Source: McKinsey & Co. Women in the Workplace 2018 report.

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jeramymobley · 6 years ago

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Heineken Shakes Things Up With Female CEO in US, Dropped Tagline

Heineken is shaking things up. Its USA division recently hired its first female CEO in Maggie Timoney, who is also the first woman to serve as chief executive of a major American beer company.

Heineken USA named Maggie Timoney as its new CEO—the first woman to serve as chief executive of a major American beer company. https://t.co/0M4VSExipi

— FORTUNE (@FortuneMagazine) June 11, 2018

In another bold move, Heineken is shifting its positioning from the “Open Your World” tagline that’s been around since 2011.

Global senior brand director Gianluca Di Tondo said recent research showed pushback against the tagline—for the first time. “The main pushback was, if you look at that tagline in a rational way, it asks the consumer to do something,” said Di Tondo. “It’s asking them to cross their own border. And this was adding to an already high level of stress they consider to have on their shoulders, compared to the previous generation.”

The new campaign launched during the Italian Grand Prix Formula One race and centers on looking at life with a fresh perspective. “It’s inviting consumers to look at life to get the most out of it,” added Di Tondo. “We tested this approach and it resonated very well because it gives them a positive spin, and allows us as a brand to tell more light-hearted stories.”

The key difference is that there’s no tagline in the new global campaign. The new ads end simply with “That’s Heineken.” The brand has lost faith in taglines as they find that consumer recall is low.

For example, touting Heineken’s sponsorship of the Formula One car racing league, a team called “F1 Team,” shows former Formula One driver David Coulthard negotiating the social scene of a party with behind-the-scenes help from his crew who whisper into an ear mike elp such as names of people he bumps into.

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That’s why the new global campaign is wooing millennials and Gen Z with a lighthearted approach. As Di Tondo sums up: “If you look at life with a fresh perspective, you will enjoy it more.” And as Heineken founder Gerard Adriaan knew, the beer is still what matters most.

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Today it’s the world’s most global brewer, dominating the premium beer and cider categories with a portfolio of more than 300 international, regional, local and specialty beers and ciders.

With more than 80,000 employees, Heineken operates a network of breweries, malteries and cider plants in more than 70 countries.

Our 2018 half year results are live. Revenue up 5.6% organically and operating profit (beia) up 1.3% organically. See the full release here: https://t.co/94qH2QfKaR #HY18 pic.twitter.com/6En7sUSMa4

— HEINEKEN Company (@HEINEKENCorp) July 30, 2018

As part of its global sustainability strategy and its brand promise of “Brewing a Better World,” Heineken launched ‘Drop the C’ program for renewable energy with a goal to grow renewable thermal energy and electricity in production from the current level of 14% to 70% by 2030.

‘Drop the C’ is inspired by the idea that taking the C out of CO2 leaves Oxygen.

The brewer will no longer purchase unbundled certificates to meet its reduction targets and has set new emission goals for distribution, cooling and packaging.

Currently 29% of Heineken’s global electricity usage is renewable. The company has made inroads to sustainability by using solar and wind energy: its brewery in Massafra, Italy, is one of the largest solar breweries in the world with a capacity of 3.3 MW, and its Goss brewery in Austria is carbon neutral; in Singapore and the Netherlands, they’re brewing with wind energy and solar power.

The company’s forestation projects in Mexico, Spain and Indonesia help offset carbon emissions and support water preservation.

With an eye toward development in the burgeoning Chinese beer market, Heineken has signed agreements with China Resources Enterprise, Limited and China Resources Beer Co. Ltd. to create a long-term strategic partnership for Mainland China, Hong Kong and Macau.

China’s beer market, the world’s largest beer market by volume, is now the second largest premium beer market globally, projected to be the biggest contributor to premium volume growth in the next five years, due largely to its rapidly growing middle class.

Heineken O.O is now available in 33 markets and performing well, as the brewer saw double digit growth in Brazil, South Africa, Russia, UK, Nigeria, Mexico, Poland and Romania.

The post Heineken Shakes Things Up With Female CEO in US, Dropped Tagline appeared first on brandchannel:.

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wineanddinosaur · 5 years ago

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10 Things You Should Know About Heineken

Heineken has been brewed for more than 150 years, and it shows: The Netherlands-based brand now produces a portfolio of more than 300 beers and ciders around the globe. Today, Heineken is the world’s second-largest brewer. Here are 10 more things you should know about Heineken.

Heineken is not German.

Heineken was founded in 1864 by Gerard Adriaan Heineken, who purchased and renamed Amsterdam’s De Hooiberg brewery, in operation since 1592. It moved production from Amsterdam to Zoeterwoude, in South Holland, in 1975. As such, Heineken is Dutch — and its subsidiaries are Mexican, Jamaican, Haitian, Italian, English, Irish, Belgian, American, and, as of recently, Ecuadorian.

It brews lagers, ales, and cider.

Heineken’s short list of proprietary products include Heineken, Heineken Light, and Heineken 0.0. However, its list of subsidiaries is long, and spans the globe. The company produces Mexico’s Tecate, Dos Equis, Sol, Bohemia, Carta Blanca, and Indio; Jamacia’s Red Stripe; Haiti’s Prestige; Southeast Asia’s Tiger Beer; and Italy’s Birra Moretti. In May 2019, it acquired a majority stake in Biela y Bebidas del Ecuador S.A. Bielesa, producer of Biela Ecuador.

It also produces the U.K.’s Newcastle Brown Ale; Ireland’s Murphy’s Stout; Belgium’s Affligem Blonde; and Amsterdam’s Amstel Light. In addition, Heineken produces non- and low-alcohol beer brands Buckler and Sagres. It also acquired a handful of craft breweries in recent years, including Lagunitas in the U.S., Beavertown and Brixton Brewery in the U.K.; Belize Brewing Co.; and Oedipus Brewery in Amsterdam, purchased in June 2019.

Heineken also owns the world’s top hard cider producer, Strongbow.

It makes tequila-flavored beer.

In 2012, Heineken acquired Desperados, a tequila-flavored beer that targets EDM-loving drinkers. Although its production method yields trace amounts of tequila, the brand is technically classified as a malt beverage. It’s available in a variety of flavors, including Original, Lime, Ginger, and “Nocturno.”

Heineken is truly global.

Heineken created its first export label in 1864, expanded production to other continents in 1914, entered Asian markets in 1929, and began targeting international audiences in its marketing and advertising in 1928. It made its first international acquisition, of Austria-based Brau-Beteiligungs A.G., in 2003. Its beer is now available in nearly 200 countries.

If green bottles are wrong, Heineken doesn’t want to be right.

Although skeptics will quickly point out Heineken’s green glass bottle is bad for beer — anything less than clear puts beer at risk of oxidation, which can lead to that “skunked” flavor many Heineken purchasers have tasted — the iconic green bottle has been in use since 1884 and doesn’t seem to be going anywhere.

Heineken USA’s CEO is a boss.

In June 2018, Heineken USA announced the appointment of Maggie Timoney as president and CEO, effective Sept. 1, 2018. Previously, Timoney served as CEO of Heineken Ireland, and had been with the brand family since starting at Heineken USA in 1998. Her appointment made beer history, too: Timoney is the first woman to be appointed CEO of a major U.S. beer company.

Heineken is part of American history.

Heineken USA was founded in 1946, but it first earned a place in American beer history in 1933. That year, it became the first beer import to re-enter the U.S. market after Prohibition.

Heineken looks good and does good.

From sportswear to streetwear, Heineken partners with retail brands to create limited-edition, co-branded products. In 2018, for its nine-year-running #Heineken100 campaign, the beer brand partnered with Italian sportswear brand Kappa’s U.S. division for a six-piece capsule collection that included a tracksuit and jersey set. In 2017, it partnered with A Bathing Ape

The company is about more than just good looks, though. Through its soccer initiatives, Heineken has activated more than 2,000 recycling and safe driving initiatives at stadiums nationwide. And its “Brewing a Better World” campaign, launched in 2010, actively pursues partner initiatives to keep sustainability top of mind, including partnerships with +Pool, The Recycling Partnership, Uber, Lyft, Hispanic Federation, and Vital Voices.

Heineken is soccer’s BFF.

Heineken has been a sponsor of the UEFA Champions League since 1994, and became the official beer of Major League Soccer (MLS) in 2014. In June 2019, Heineken announced a five-year renewal of its partnership agreement with MLS. It’s easy to see why: The brand has sold 1 million pints of beer at MLS games since 2014, according to a press release.

It’s banking on zero.

In 2019, Heineken launched a non-alcoholic label, Heineken 0.0. Its U.S. launch campaign, titled “Now You Can,” includes advertisements targeting health-conscious consumers. One ad in the NYC subway reads, “Beer after hot yoga? #NowYouCan.” We’d argue you could anyway — not to mention the ad misses out on an easy pun (it features a Heineken bottle, rather than a can) — but we like our beer with ABV, anyway.

The article 10 Things You Should Know About Heineken appeared first on VinePair.

source https://vinepair.com/articles/zero-heineken-beer-guide/

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