Diversity, Equity, and Inclusion (DEI) are integral pillars that foster a thriving workplace. At Hindustan Unilever Limited (HUL), these principles are commitments that are prioritised. HUL is on a mission to infuse DEI into every aspect of its operations. The company aims to create a genuinely inclusive culture where everyone, regardless of background, gender, sexual orientation, or ability, feels like they belong. Today, we explore the DEI principles at HUL and how HUL is championing DEI. We also explain how they are driving change not only within the company but also across its supply chain, brands, and communities.
DEI principles at HUL: A commitment rooted in action
HUL’s DEI initiatives go beyond corporate statements. They embody a deep-rooted commitment to creating an inclusive workplace. By leveraging its scale and reach, HUL aims to be a force for good. The company embeds DEI into its core values, aligning these efforts with global sustainable development and the UN’s Sustainable Development Goals (SDGs). Through tangible actions, HUL demonstrates how inclusivity leads to better business outcomes, a more engaged workforce, and a positive societal impact.
The #BELONG framework: Fostering a sense of belonging
At the heart of HUL’s DEI efforts is its #BELONG framework. This framework aims to foster an inclusive environment where every individual feels valued. HUL believes in a workplace where diverse voices are heard and cherished. It helps them cultivate a culture of deliberate inclusion. Moreover, the company’s emphasis on belonging reflects its belief that everyone, regardless of background or identity, deserves to reach their full potential without barriers.
By actively increasing the representation of diverse groups across all facets of the business, HUL ensures that its messaging, operations, and culture reflect the rich diversity of its employees and consumers. The company’s focus extends beyond gender and includes individuals with disabilities. It also includes people from different sexual orientations and employees from varied socio-economic backgrounds.
Inclusion of People with Disabilities (PwDs)
HUL’s efforts to include People with Disabilities (PwDs) in the workforce exemplify its commitment to creating an accessible and inclusive ecosystem. The company’s disabilities inclusion program is built on four core pillars: Acquisition, Awareness, Accommodation, and Accessibility. Through these, HUL is reshaping its workspaces—both physical and virtual. The idea is to ensure that they are fully accessible to all employees.
HUL also conducts accessibility audits across its major sites. These sites include locations in Dapada, Amli, and Haridwar, as well as its R&D centres in Mumbai and Bangalore. By doing so, HUL is setting a new benchmark for inclusivity. Moreover, over 100 managers have participated in PwD sensitisation workshops to foster a greater understanding and empathy toward colleagues with disabilities.
A standout initiative is HUL’s SAKSHAM internship program, which offers PwDs a pathway to full-time employment. Through this program, PwDs have been hired across multiple departments, including R&D, IT, Marketing, and Supply Chain. It further solidifies HUL’s efforts to diversify its talent pool. Currently, HUL proudly employs over 100 PwDs, demonstrating how inclusivity can drive business success and contribute to a more diverse workplace.
LGBTQ+ inclusion: United with PRIDE
HUL is also a champion for LGBTQ+ inclusion. The company ensures that all employees, regardless of sexual orientation, feel safe, supported, and valued. The company’s commitment is evident through several initiatives. Some of the key initiatives are the implementation of gender-neutral washrooms, spousal benefits for same-sex partners, and a gender affirmation policy.
To create a more inclusive environment for its LGBTQ+ employees, HUL established ProUd, an employee resource group. The group’s focus is on raising awareness around LGBTQ+ issues and fostering a supportive work culture. This group serves as a platform for LGBTQ+ employees and allies to share experiences, promote inclusion, and drive meaningful conversations that break down societal barriers.
DEI principles at HUL: Striving for gender balance
HUL has made significant strides in achieving gender balance across its workforce. Today, nearly 42% of managerial positions are held by women. However, the company recognises that there is still much work to be done, both within the organisation and across the broader business landscape.
To bridge the gender gap, HUL focuses on recruiting top female talent at all levels of the business. Furthermore, the company also provides them with mentorship, career development opportunities, and leadership training. The company also supports women with agile working arrangements, parental support, and return-to-work programs such as creches, daycare centres, and lactation rooms.
By offering flexible working options and formal career breaks, HUL ensures that employees of all genders and sexual orientations can achieve work-life balance. It also helps the employees thrive professionally.
In an effort to increase female representation in traditionally male-dominated areas, HUL has also added 1,300 women to its shopfloor operations. Additionally, 1,400 women, known as Ahilyas, work in frontline sales roles. It allows HUL to break down gender barriers and create new opportunities for women across the company.
DEI principles at HUL: Impacting the future
The DEI principles at HUL go beyond internal operations. The company is committed to transforming its supply chain and communities. They are creating opportunities for underrepresented groups at every level. HUL’s approach to DEI reflects its belief that inclusivity is not just a business imperative but a societal responsibility. By promoting diversity, equity, and inclusion across its workforce and beyond, HUL is shaping a future where everyone has the opportunity to succeed.
The final thoughts
HUL’s dedication to embedding DEI principles into its corporate culture is a shining example of how companies can drive change and make a tangible impact on society. Through initiatives like #BELONG, PwD inclusion, LGBTQ+ support, and gender balance efforts, HUL is fostering a more inclusive workplace. It also inspires other organisations to follow suit. As the company continues to prioritise diversity and inclusion, it is creating a future where everyone, regardless of their identity or background, truly belongs.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we broadly define as media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
