• Please share a brief about your journey of transformation to parent-friendly work culture.

At Kraft Heinz, we firmly believe that supporting our employees as they grow their families is not only the right thing to do, but also a crucial step in building a strong, inclusive, and resilient workforce. Our journey towards earning the prestigious Parent Friendly Label was driven by one of our core values: 'We demand diversity.' This value not only emphasizes the importance of having a diverse team, but also means that we strive to create an environment that is welcoming and inclusive for all employees. To achieve this goal we enhanced our policies to offer extended maternity and paternity leave, introduced flexible working arrangements, and focused on building a culture of empathy and inclusion. This recognition reflects our belief that when our people thrive at home, they thrive at work. We remain committed to evolving our practices to meet the needs of our Kraft Heinz employees while they grow professionally and personally.

2. What inspired you to join this movement towards building a parent-friendly workplace?

At Kraft Heinz, we recognize the importance of creating a work environment that supports our employees through various life stages. Guided by our core values of "We demand diversity" and "We do the right thing," we recognize that the needs of our employees are constantly evolving, and we strive to stay ahead of the curve in providing a work environment that is supportive, inclusive, and empowering for all. Joining the Parent Friendly Label program inspired us to take a closer look at our policies and culture and identify opportunities to go further. It gave us a framework to push for better support, more inclusive policies, and a stronger sense of belonging for working parents. This initiative helped us elevate what we already had and turn good practice into truly great ones. 

3. Please share ONE unique parent-friendly workplace initiative that your organization is particularly proud of and has made the biggest impact on your employees.

One initiative we are especially proud of at Kraft Heinz is our enhanced parental leave flexibility. We offer six months of fully paid maternity leave, and three weeks of fully paid parental (paternity) leave, reflecting our belief that both parents deserve time to bond with their child. Additionally, parents can combine their parental leave with annual leave for a smoother transition. If more time is needed, mothers can extend their leave by up to two additional months as unpaid leave.

4. In your opinion, what are the key benefits organizations can achieve by shifting to parent-friendly workplaces and culture? makes parent-friendly workplaces the wave of the future?

Shifting to a parent-friendly workplace brings lasting benefits, not just for employees, but for the organization. It also fosters a more inclusive, empathetic culture where people feel seen and respected beyond their job titles. Companies that lead in this space will attract and retain the best.

5. Can you please share two to three quotes from your employees as positive testimonials to how your parent-friendly policies have supported them in their everyday lives?

• ‘’I’m truly grateful for my company’s progressive parental policy. The three weeks of paternity leave, combined with flexible working hours and a hybrid work model, allowed me to be fully present during one of the most important moments of my life. I was able to support my wife through the postpartum period and build a deep bond with my newborn son, which is something I’ll always cherish. It’s empowering to work for an organization that genuinely supports working parents and values family well-being.’’ - Demir Ergün / Comms Manager MEA 
• ‘’I really appreciate the six-month paid maternity leave which gave me the time and peace of mind to bond with my baby and recover without stress. And now, with our flexible hybrid working model I'm able to balance between work and parenting more smoothly, making every day quite manageable.’’ – Salma Amer / FP&A Manager
• ‘’As a young mother leading a function and managing a team, I truly value how Kraft Heinz’s parent-friendly policies—like flexible hours and 6 months maternity leave—make it possible to thrive both at work and at home.’’ – Swati Bagri / Head of FP&A & ZBB MEA
• ‘’Coming back from maternity leave can be both exciting and overwhelming. For me, the transition was made much smoother thanks to the company’s support and evolving policies. When I needed to extend my maternity leave beyond the standard period, I was granted special approval for unpaid leave. At the time, this wasn’t part of the company’s official policy, but leadership showed flexibility and empathy, allowing me the time I needed with my newborn. Since then, it’s been inspiring to see how this experience helped shape future policy, with unpaid leave now officially included. It shows the company’s willingness to adapt and learn from real employee needs. Additionally, the flexible working hours made a world of difference. They gave me the space to adjust gradually, rebuild my routine, and regain momentum in my role—without feeling overwhelmed. I’m grateful to work in an environment that listens, evolves, and supports working parents through key life moments.’’ – Yulia Rozhkova / External Manufacturing Senior Manager-MEA

6. You support your employees in a special way through offering remote working, staggered hours, flexibility around school events and accommodating caregiving responsibilities. Please share real story(s) (anonymous if you prefer) where your employees have benefited from this support.

‘’I'll never forget the support I received from my team during one of the toughest times of my life. As a working mom of two, I was faced with a serious health issue that made it seem impossible to balance my job, family, and recovery. But my company stepped in and offered me flexible hours, work-from-home arrangements, and time off to focus on my health. Their understanding and accommodation made a world of difference, not just for me, but for my entire family. Knowing that I belonged to a company that truly cared about my well-being gave me the strength to keep going. I'm forever grateful for their support and feel valued as an employee. Thanks to their help, I was able to recover and continue doing what I love. I'm proud to work for a company that prioritizes its employees' well-being and provides a supportive work environment.’’ – Mariam Macatangay / Executive Assistant to MEA Leadership

7. Could you describe a moment where insights from collected data (such as employee surveys, system generated) played a key role in achieving a positive result or overcoming a challenge being faced by your employees?

Post the annual employee engagement survey back in 2022, we noticed a significant gap between female and male engagement. To address this, we conducted in-depth sessions with female colleagues to understand their concerns and suggestions. The findings, combined with engagement scores, revealed two key areas for improvement: fostering a sense of belonging and supporting work-life balance.

In response, we collaborated with the female community to design targeted events and initiatives, promoting unity and connection among female colleagues. Additionally, we reviewed our policies and benefits, focusing on flexibility in working hours, remote work options, and psychological safety training for managers.

The efforts paid off, with a 9-point increase in female engagement in the first year following the action plan. Building on this success, we continued to refine our policies and training programs, leading to a further 3-point increase in engagement compared to the previous year. This ongoing commitment and the support of the data we receive, it helps us enhancing the work experience for female colleagues demonstrating our dedication to creating a more inclusive and supportive work environment.