“Diverse teams empowered to thrive in an inclusive environment are key to unlocking sustainable business growth – because diverse teams help us develop stronger ideas that deliver better results. AB InBev is committed to a work environment that is both diverse and inclusive, where our people feel comfortable being their authentic selves at work every day. We are on a journey. We know we have significant gaps to fill. Therefore, I am thrilled for AB InBev to partner with the LEAD network to connect, collaborate and learn to accelerate our progress.”

Lynn de Proft

Global VP Procurement & Sustainability, AB InBev

Interview with Lynn de Proft, Global VP Procurement & Sustainability at AB InBev

Can you tell us a bit about your organization and your role?
I am Global Vice President of the Procurement & Sustainability team at AB InBev and responsible for our Commercial and Indirect strategy.

Why is diversity, and specifically the advancement of women, so important to your organization?
A company is only as extraordinary as its people. When you bring together diverse groups of talents and empower them to thrive in an inclusive environment the potential for growth is limitless – because diverse teams help to develop stronger ideas that deliver better results. AB InBev is committed to a work environment that is both diverse and inclusive, where our people feel comfortable being their authentic selves at work every day. We are on a journey. We know we have significant gaps to fill. Therefore, I am thrilled for AB InBev to partner with the LEAD Network to connect, collaborate and learn to accelerate our progress.

Which diversity initiatives do you have in your organization?
We are taking action inside our operations, across our supply chain and within communities. For example, in our workplace, we introduced our Global Parental Standard with a minimum of 16 weeks fully paid leave for primary caregivers and 2 weeks for secondary caregivers, including return to work flexibility. Across our Supply Chain, we committed to support 80,000 women small retailers in South America with business skills training and access to affordable financial products to improve their incomes and livelihoods. In our marketing, we will use the power of some of our largest brands to engage in meaningful conversations with consumers (e.g. Carling Black Label #NOEXCUSES). Additionally…

  • Our CEO Carlos Brito signed the UN Women’s Empowerment Principles and the CEO Action for Diversity pledge.
  • We created a Global Diversity & Inclusion Policy.
  • We appointed our first Global Director of Diversity & Inclusion.
  • We assigned accountability and bonus incentives to implement our D&I action plan with 50+ people globally.
  • We are using a data-driven approach to identify gaps and develop targeted actions across our business (e.g. bias breaker training before OPR for all leaders & managers).
  • We are reporting progress against key business metrics to hold ourselves accountable (e.g. D&I engagement scores; global gender & nationality by level; equity across hires, promotions, turnover).
  • We publicly reported our gender data and are listed on the Bloomberg Gender Equality Index.

What role does LEAD Network play in reaching your organization’s diversity goals?
AB InBev is proud to partner with the LEAD Network to connect, collaborate and learn to accelerate our progress.

What would you like your employees to take away from the LEAD Network?
We want to empower our D&I Champions with resources, knowledge and experiences so they can lead us into the future. Our goal is to offer a work environment that is both diverse and inclusive, where all colleagues feel respected and empowered to bring their authentic selves to work every day. As mentioned, we know we have significant gaps to fill. This work takes time and we are committed to accelerating our progress.