Pivovary Staropramen

Pivovary Staropramen

Diversity, Equity and Inclusion as a Natural Part of Corporate Culture

Pivovary Staropramen, which is part of Molson Coors Beverage Company, sees diversity, equity and inclusion (DEI) as an integral part of its corporate culture and everyday operations. People come first for the company – the goal is to create a safe, respectful and open working environment where everyone can feel like themselves, develop their potential and contribute to the success of the whole company.

The company has been a signatory of the Diversity Charter since 2014 and has long been actively involved in expert platforms and initiatives focused on supporting equal opportunities. For its systematic and long-term approach, it has received, among other recognitions, a special jury award in the LGBTQ Friendly Employer Awards.

A Strategic and Long-Term Approach

Diversity and inclusion are a fixed part of the sustainability strategy Our Footprint 2030, specifically the People – Employees and Communities pillar.

In the Central and Eastern Europe region, the company has a clearly defined diversity and inclusion strategy based on five main pillars:

• inclusive leadership,
• working with data and measuring progress,
• inclusive corporate culture,
• fair HR processes,
• actively increasing diversity in teams.

Not only HR, but also the company’s top management, managers, ambassadors and employees across departments are systematically involved in implementing the strategy. It includes regular training, e-learning courses and internal programmes focused on respect, inclusive behaviour and the role of leaders in building an open culture.

Equal Opportunities in Practice

Pivovary Staropramen focuses on supporting a wide range of employees regardless of gender, age, health condition, sexual orientation or life situation.

Practical measures include:

• a transparent and fair remuneration system,
• Living Wage certification confirming decent wages for all employees,
• flexible forms of work (working from anywhere, part-time work, career breaks, sabbaticals),
• extended benefits reflecting different family and life situations, including registered partnerships,
• employee assistance programmes focused on psychological, legal and financial support.

The company has also long focused on age diversity and intergenerational cooperation, supports women in traditionally male professions, parents returning from parental leave and colleagues aged 55+ through education, mentoring and targeted development programmes.

Employee Engagement and Open Dialogue

Diversity and inclusion are an integral part of internal communication and performance evaluation. Company values carry the same weight as work results and are part of recruitment, talent development and employee recognition. Regular satisfaction surveys help monitor the mood within the company and further improve the employee experience.

Great emphasis is also placed on employee volunteering and community support, where the company has long cooperated with non-profit organisations and local governments, for example in Prague 5 and Ostrava.