Pillars of Sustainability

Diversity & Inclusion

As a global business that employs and works with thousands of people worldwide, respect for diversity in all its forms is part of our DNA.

We strive for inclusion in everything we do, encouraging open and respectful communication among our employees and with the local communities where we are present. 

In 2020, the global pandemic called for an immediate and exceptional focus on our employee safety, which slowed progress related to our Diversity & Inclusion (D&I) roadmap, but we regained momentum at the end of the year and set the stage for new actions in 2021 and beyond, with several developments: 

Developments in 2020

  • Building on our 2019 baseline, we continued to map our diversity data as the basis for our actions.  
  • We added D&I modules to leadership training programs delivered in 2020, and the topic is now part of mandatory e-learning for new people managers at LDC.
  • More broadly, the on-boarding of new employees includes a segment on the company’s commitment to D&I, and we promote our e-learning courses on unconscious bias globally. In 2021, these training modules will become mandatory for all employees with access to LDC’s e-learning platform. 
  • In line with our commitment to promote greater work-life balance, we set out and announced a global framework for remote work arrangements. Related policies were prepared in all regions and are ready for implementation, as and when the pandemic allows employees to return to the office in each location. 
  • To create a global inclusive recruitment standard for LDC, we are adopting a competency-based selection approach that supports a more consistent applicant experience. Our HR community has been trained in this new approach and is preparing for global implementation in 2021. 

Gender and Age Group, by Region

GenderNorth AsiaSouth & South East AsiaEurope, Middle East & AfricaNorth AmericaNorth LatamSouth LatamGrand Total
%%%%%%%
FEMALE40/45
MALE
GRAND TOTAL100100100100100100100

Nationality – % of employees

2020 Figures

Nationality%
Brazil46
GRAND TOTAL100

2019 Figures

Nationality%
Brazil45
GRAND TOTAL100

2021 and Beyond

In view of the ongoing Covid-19 pandemic, our priority in 2021 continues to be to ensure the safety and health of our people everywhere, while fulfilling our vital role of keeping essential food and feed supply chains moving globally.  

At the same time, we remain focused on achieving our targets for both workplace safety and D&I.  

Keeping out zero-accident work environment target front of mind, every level of the organization will focus on our renewed targets of 5% year-on-year reductions in each of our safety indexes.  

We are also setting new, global D&I targets, as we continue to build an increasingly inclusive culture at LDC.  

Our priority is to support the United Nations’ 2030 Global Sustainable Development Agenda, with inclusion, empowerment and equality at its heart, regardless of race, age, gender, sexual orientation, disability, culture, experience, background or thinking. Accordingly, and in line with our global D&I roadmap, we have adopted goals that underpin two key areas: 

  • Inclusive Culture: Improve the perception of fairness and equity among LDC employees, providing a safe and inclusive work environment where different voices and opinions are encouraged and heard, as enablers of value creation for our business, partners, customers and communities. 
  • Inclusive Talent: Increase diversity in LDC’s senior management globally, through equal treatment and opportunities. 

Concretely, these goals translate into the new D&I targets at 2025 and 2030, identified on this page. 

Amended Targets

Reduce lost time injuries to zero.

Deadline: Ongoing

Reduce frequency of workplace accidents by 5% year-on-year

5%

Deadline: 2021

Reduce gravity of workplace accidents by 5% year-on-year

5%

Deadline: 2021

Reduce severity of workplace accidents by 5% year-on-year

5%

Deadline: 2021

Unconscious bias training compulsory for employees with access to LDC’s e-learning

Deadline: 2021

New targets

Roll out inclusive recruitment standard globally across LDC

Deadline: 2022

Engagement scores indicate 75% perception of equal opportunities and treatment

Deadline: 2025

Engagement scores indicate 90% perception of acceptance as an individual

Deadline: 2025

Engagement scores indicate 70% perception of culture where innovative ideas can fail without penalty

Deadline: 2025

Engagement scores indicate 85% perception of equal opportunities and treatment

Deadline: 2030

Engagement scores indicate 90% perception of acceptance as an individual

Deadline: 2030

Engagement scores indicate 80% perception of culture where innovative ideas can fail without penalty

Deadline: 2030