What does it mean to be an inclusive leader?
Firstly, Bob Rog kicked off by saying that to be an inclusive leader is to accept diversity as a fact because this is not a subjective opinion; it is objective and a fact of life. Over 30 per cent of the Netherlands is from a migration background. Secondly, Bob said that inclusive leadership involves understanding why diversity is important for business. There are many commercial reasons for this, but the place to start is a moral one; it is right to pursue a more diverse workforce and equal opportunities for all. From the business side, diverse teams are more successful. The key thing is to listen to people who are different from you.
How does Bog Rog define self-awareness, and why is it important in leadership and inclusion?
What has Bob Rog chosen to challenge, and why does it matter?
Bob Rog stated that he has chosen to be more openly outspoken about topics he values. Heinz has been working hard to solve diversity in the organization more openly. There is still a way to go at the managerial level.
How is Bob Rog owning the responsibility of advancing gender equality at Heinz?
How is Heinz making its workforce more diverse for people of colour and ethnic minorities in Europe?
Bob addressed inclusion by distinguishing between the hiring process and the behaviour in the office and work culture. The first part of recruitment is to speak to a diverse set of candidates and develop strategies to form partnerships with these groups. The hiring process needs to be as inclusive as possible and artificial intelligence plays a role in assessing the candidates in the fairest way possible. Kraft Heinz supports many initiatives, such as the global leadership accelerator for women network, to help women in their careers. Kraft Heinz also has business resource groups for underrepresented segments of the company; this has held Kraft Heinz accountable for diversity in the workplace. Bob Rog was keen to follow up on where the company is later in the year.
How has Bog Rog managed his self-care, and what tips can he offer?
Bob Rog has a slogan: “You should improve your focus, reduce the noise, never complain and never explain”. Where does this slogan come from, and why does it matter?
The slogan refers to how, as a tennis player when he was younger, Bob Rog wanted a career in this sport. Through this sport, he learned how to win matches through focus, humility, and being in his zone. He translated this slogan into his life in general, focusing on the values and interests he deeply cares about and wants to pursue in the right way.
What skills, competencies or support contributed to Bob Rog’s leadership growth?
In the COVID-19 pandemic period, as a Managing Director at Heinz, what has been the most challenging situation Bob Rog has faced?
Taking responsibility for looking after yourself physically and mentally. Learning how to manage at a distance and through screens created anxiety and nervousness. He overcame this by learning to stop worrying about how and to allow himself to be led by people observation, trust, and vision of where the team needs to go—the “how” element usually sorts itself out.
What is the biggest barrier to attracting a more diverse workforce at Heinz?
One of the barriers is the pipeline of attracting and nurturing talent. Firstly, Kraft Heinz needs to reach out and seek a fair representation of society. If Kraft Heinz doesn’t reach out to underrepresented demographics in its company, how are potential employees supposed to know what is out there?