Diversity in a Global Business: The Case of Unilever

Diversity refers to the inclusion of individuals with varying characteristics, including

race, gender, age, ethnicity, physical ability, and cultural backgrounds, aiming to create equitable

and inclusive environments. In the corporate context, diversity emphasizes equity and leveraging

differences to enhance organizational performance and innovation. This paper examines

Unilever’s global efforts to establish diversity, the challenges it has faced, and the successes it

has achieved, drawing from various scholarly and business insights.

Background of Unilever

Unilever, headquartered in London, United Kingdom, is one of the world’s largest

consumer goods companies. Founded in 1929 through the merger of Lever Brothers and

Margarine Unie, Unilever has grown to operate in over 190 countries, employing more than

150,000 people (Baragiola & Mauri, 2021). The company’s diverse portfolio includes over 400

brands spanning personal care, food, beverages, and home care. Unilever has historically been at

the forefront of sustainability and social responsibility initiatives, reflecting its commitment to

inclusivity and positive societal impact.

Unilever’s historical trajectory is deeply intertwined with its colonial roots, a history that

has influenced its operations and social responsibility framework. Scholars like Faria and Cunha

(2022) argue that understanding Unilever’s historical development through a decolonized lens

provides critical insight into the company’s current diversity initiatives. Unilever’s historical

expansion into markets in Asia, Africa, and Latin America during the colonial period laid the

foundation for its global footprint. Today, the company actively seeks to address its colonial

legacy by promoting equitable opportunities and inclusive business practices in these regions.
Efforts to Foster Diversity

Unilever has implemented a range of initiatives to foster diversity and inclusivity both internally

and externally. One of its landmark efforts is the Unstereotype campaign, launched in 2016,

aimed at eradicating harmful stereotypes in advertising and promoting diverse and empowering

representations of people. This initiative aligns with the company’s broader commitment to

social equity, as it challenges industry norms and fosters a more inclusive media landscape

(Deloitte, 2017).

Internally, Unilever has prioritized achieving gender balance in its workforce, particularly

at leadership levels. The company has set ambitious goals, such as reaching gender parity in

management, which it has achieved with women now representing 50% of managerial roles. This

progress reflects Unilever’s commitment to Sustainable Development Goal (SDG) 5, which

emphasizes gender equality. Additionally, Unilever actively supports LGBTQ+ inclusion,

workplace accessibility for individuals with disabilities, and cultural diversity across its global

offices.

Diversity training programs and employee resource groups (ERGs) are integral to

Unilever’s approach. Research by Stevens, Plaut, and Sanchez-Burks (2008) highlights the

importance of fostering inclusive multiculturalism in creating organizational environments where

diversity thrives. Unilever has adopted this framework to encourage collaboration among

employees of different backgrounds. Moreover, the company has leveraged data analytics to

identify disparities and design targeted interventions, enhancing equity and fairness within its

recruitment and promotion processes.

Unilever’s commitment to community engagement also reflects its diversity ethos. By

partnering with local organizations and supporting initiatives that promote education,
entrepreneurship, and social mobility, the company addresses systemic inequities in the

communities where it operates. These efforts are critical in emerging markets, where Unilever’s

historical presence often intersects with socio-economic challenges rooted in colonial

exploitation (Faria, 2022).

Challenges Faced by Unilever

Despite its progress, Unilever faces significant challenges in implementing its diversity

initiatives across its global operations. The company operates in regions with varying cultural

norms, legal frameworks, and levels of acceptance of diversity. For example, promoting

LGBTQ+ inclusion in countries with restrictive legal and social environments remains a delicate

and complex task. Balancing global policies with regional adaptations requires a nuanced

approach to ensure both compliance and cultural sensitivity.

Unconscious bias in recruitment, retention, and promotion processes is another challenge.

Research by Royall, McCarthy, and Miller (2021) underscores the persistent barriers posed by

implicit biases, even in organizations with robust diversity policies. While Unilever has

implemented training and analytics to address these biases, achieving consistent outcomes across

its vast workforce remains an ongoing effort.

Moreover, the company must navigate the legacy of its colonial past. Faria (2022) argue that

Unilever’s operations in former colonies often face scrutiny regarding equitable labor practices

and resource distribution. These historical dynamics can influence perceptions of Unilever’s

diversity initiatives, particularly in regions where economic disparities and systemic inequities

persist.

Evaluation of Success
 Unilever’s efforts to promote diversity have yielded substantial progress and industry

recognition. The company’s achievement of gender parity in management, its pioneering

campaigns like Unstereotype, and its active engagement with marginalized communities

highlight its commitment to fostering inclusivity. The adoption of evidence-based approaches,

such as leveraging metrics to measure the impact of diversity initiatives, reflects Unilever’s

dedication to continuous improvement.

The use of frameworks like inclusive multiculturalism, as proposed by Stevens et al.

(2008), has enhanced Unilever’s ability to unlock the benefits of diversity, fostering innovation

and collaboration across its global workforce. Furthermore, the company’s willingness to

confront its colonial legacy and promote equitable opportunities in historically marginalized

regions demonstrates a commitment to meaningful change.

However, challenges remain, particularly in ensuring uniform implementation of

diversity initiatives across diverse cultural and legal landscapes. Addressing unconscious bias

and managing the tensions between global policies and local adaptations are critical areas for

ongoing focus. Despite these hurdles, Unilever’s transparency, measurable goals, and proactive

campaigns position it as a global leader in diversity and inclusion.

Conclusion

Unilever’s approach to diversity exemplifies how multinational corporations can leverage their

global presence to drive positive change. By integrating diversity into its business strategy and

addressing systemic inequities, the company has set a benchmark for inclusivity in the corporate

world. While challenges persist, Unilever’s sustained efforts and innovative initiatives highlight

the potential for global businesses to promote diversity as both a moral imperative and a strategic

advantage.
 References

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Stevens, F. G., Plaut, V. C., & Sanchez-Burks, J. (2008). Unlocking the benefits of diversity:

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