Bord Bia is committed to ensuring equality of opportunity and that no staff member or applicant for employment receives less favourable treatment than any other on grounds of gender, marital status, family status, sexual orientation, religious beliefs, age, disability, race and membership of the Traveller community. Personnel and staff development programmes are structured accordingly.
The Value of Inclusion
Bord Bia is committed to recognising the value of diversity among its staff, where all staff feel valued and included irrespective of, and indeed because of their differences. Embracing equality and diversity in the workplace benefits not just the organisation but also individual staff members, clients and customers. Staff bring their own background, work style, distinct capabilities, experience and characteristics to their work. Our talented and diverse workforce also reflects the diversity of our clients, customers and markets by utilising their range of skills, knowledge and experience.
We recognise that a “one-size-fits-all” approach to managing people does not achieve fairness and equality of opportunity for everyone. As well as treating people with dignity and respect, Bord Bia strives to create a supportive environment in which all staff can flourish and reach their full potential, regardless of difference, experience or education. Harnessing the wide range of perspectives this diversity brings, promotes innovation and helps make us more creative and competitive.
Bord Bia Policies
Bord Bia endeavours to assist staff in relation to career and personal needs and operates appropriate policies covering such areas as professional development, study leave, flexible working and career breaks. Bord Bia is also committed to implementing government policy in relation to the employment of disabled people in the public sector.
In our commitment to an inclusive working environment we formulate and implement policies and practices that value diversity, provide equality of opportunity and ensure that no job applicant, staff member, customer or business associate receives less favourable treatment. We will also ensure that other policies and practices reflect our commitment to treating people fairly, promoting an integrated way of working and respecting the dignity of employees at all times.
This policy is supported by appropriate harassment and bullying policies, and disciplinary and grievance procedures. Employees who believe they have suffered discrimination, harassment or victimisation are entitled to raise matters through the appropriate Bord Bia grievance procedures or the Bord Bia harassment and bullying policies. Complaints will be treated seriously and will be dealt with in a confidential and expeditious manner in as far as reasonably practicable.
This Statement will be reviewed annually and up-dated to reflect our progress, new thinking and activities on Equality and Diversity.
The first survey into levels of diversity and inclusion in the agri-food industry was launched on the 13th September 2018 by the Minister for Agriculture, Food and the Marine, Michael Creed TD. The survey is an initiative of the Agri-Food Diversity and Inclusion Forum (AgDIf). Established in 2017, AgDIf is a collaborative initiative with industry, led by Bord Bia and Aon, in partnership with The 30% Club. The objective of this initiative is to position the Irish food and drinks sector as the industry of choice for Ireland’s best talent at all levels and across all fields of discipline.
The Minister Pictured (L to R) Tara McCarthy, CEO Bord Bia; Alastair Blair, Country Managing Director, Accenture Ireland; Agriculture, Food and the Marine, Michael Creed TD Majella Darcy, Group HR Director, Ornua; and Ciara Jackson, Practice Leader, Food & Agribusiness, Aon.
Download the full report - Diversity & Inclusion in the Irish Food and Drinks Sector: Women in business". Informed by the survey responses, the Forum has developed a toolkit for industry. The toolkit include templates and links to reliable sources of expert advice and guidance on how to implement D&I considerations into recruitment processes