The award was accepted on behalf of Ahold Delhaize by Bjorn Luijters, Manager Total Talent Acquisition at Ahold Delhaize Group HR, and Nevena Đaković, Manager Organizational Development and DE&I for Europe and Indonesia. 

Leading Employers is an independent institute that evaluates organizations through an extensive meta-study of employer practices. Its assessment is based on a wide range of sources, including employee feedback, audits, jury-based awards, and professional memberships. These inputs are systematically assessed using a weighted evaluation matrix. 

Receiving the Leading Employers certification reflects Ahold Delhaize’s ongoing commitment to its Thriving People strategic priority, which is embedded in the company’s Growing Together strategy. This priority supports Ahold Delhaize’s ambition to be the leading (#1 or #2) employer of choice in each market.

In honor of International Girls in ICT Day, we interviewed Anette Schouls, VP Digital Customer Products, who is leading digital innovation and transformation for customer-centric products at Ahold Delhaize Europe. She talks about her career journey, her experiences of innovation and mentorship in technology, and her advice for the next generation of women in ICT. 

1. What inspired you to pursue a career in digital products, and how did you break into the tech space? 
From a young age, I was fascinated by innovations like flip-phones, iPods, and Xbox 360 and their potential to transform lives. After completing my master's at Erasmus University in Rotterdam, I followed my passion for technology and joined a start-up agency specializing in mobile app development. I'm happy I did, as I'm still excited by the transformative power of technology and how it can reshape industries and improve lives. 
 

2. What excites you most about the future of the digital products field, and how do you see your role evolving? 
What excites me most is the opportunity to shape the future through innovations. Rapid advancements in AI are transforming our daily work and enabling us to create seamless, personalized customer experiences. I see my role evolving to focus even more on fostering a culture of customer-centricity and promoting sustainability, diversity, and inclusion. My goal is to continue driving digital transformation and scaling our digital capabilities across our retail brands, ensuring our initiatives align with broader business goals. 
 

3. Leadership in tech can be demanding. What values or habits have helped you lead successfully, especially in such a fast-paced, constantly changing environment? 
A former CDO had a sign that said, “Done is better than perfect,” which resonates with me. In tech, perfection is always evolving, so having a solid vision and plan is crucial, but progress and adaptability are even more important. Open and authentic dialogue is key. By leveraging the wealth of knowledge among our colleagues and co-creating, we often find better and more sustainable solutions. 
 

4. Representation in tech is still a work in progress. What challenges have you faced as a woman in this space — and how have you navigated them? 
As a woman in tech, I’ve faced biases and assumptions regarding my technical knowledge and leadership ambitions. Speaking up with a mix of humor and authenticity has often helped clear the air. I’m a daughter of entrepreneurs, so I learned to have a positive mindset and take initiative to achieve what I believe in. Social media might promote a tendency to compare yourself to others; I prefer to focus on personal growth. Building a strong network of allies and advocating for my growth opportunities has been crucial. For example, I’ve actively sought mentorship and asked to take on projects out of my comfort zone to evolve my capabilities.  
 

5. Let’s talk innovation. Can you share a project or product you’re particularly proud of and what made it meaningful to you? 
Probably our largest undertaking was the introduction of the new modular mobile app, designed to deliver a seamless and cohesive online shopping experience for customers shopping at five of Ahold Delhaize’s European brands. It has been fantastic to work with a highly talented and diverse group of professionals across business and technological disciplines. Together, we can achieve so much more!  
 

6. This year’s Girls in ICT theme is about empowerment and inclusion. What advice would you give to young women and girls who are curious about a career in technology? 
My advice is to be curious, experiment, build resilience, take initiative, and speak up about your opportunities for learning and growth. Surround yourself with supportive mentors, allies, and peers who can guide you along the way.  
 

7. Mentorship plays a huge role in growth. Did you have any mentors or champions who helped you? And how do you pay it forward? 
Yes, I’ve been fortunate to have mentors and sponsors, both male and female, who have supported me throughout my career. Their insights, honest feedback and encouragement have been crucial to my growth. One of my mentors was an architect who patiently provided invaluable knowledge following every question I had. Another was a more senior leader and a great storyteller, providing me feedback to better communicate and negotiate. 

To pay it forward, I actively mentor and support others in the industry. I’ve also focused on creating opportunities for women in my teams, promoting diversity, and actively participating in initiatives that support inclusion in tech. Simple mentions, introductions or connections can make sure their talent is seen, they’re included in decision-making, or not overlooked for growth opportunities.  

8. Tech teams are more diverse than ever — across age, background, and gender. How do you foster a culture of collaboration and creativity within your teams? 
Encouraging everyone to be authentic, thrive both at work and at home, and ensuring open communication are key. We celebrate birthdays, for example, where we learn about everyone’s hobbies and enjoy their favorite snacks, and have cooking sessions to prepare our teams’ favorite local dishes. These activities normalize our diversity and integrate it into our work. 

While virtual collaboration is efficient, meeting colleagues in different brands and countries is crucial to understanding local dynamics. These interactions often result in eye-opening “aha” moments, clarifying the objectives behind digital innovation needs and fostering a collaborative and creative environment. 
 

9. From your perspective, what’s one common misconception people have about working in digital products or tech in general? 
A common misconception is that tech is solely about coding. As Steve Jobs said, “You've got to start with the customer experience and work backwards to the technology.” While technical foundations are important, the field also requires a strong understanding of customer needs, strategic thinking, and the ability to collaborate across various functions. When creativity happens, real problems are solved, and real value for our customers is created. 

10. Finally, what would you share with young women or women in general about taking the leap into the world of Information & Communication Technology? 
The industry is full of opportunities to experiment, make a difference, and shape the future. As the book Invisible Women says, today’s world is designed by men for men. So each woman in ICT can make a difference. Enjoy the journey while putting in the hard work. You will meet tons of interesting people with great humor, diverse backgrounds, and a wealth of knowledge. 

As we celebrate International Girls in ICT Day, Anette’s interview reminds us that innovation starts with dialogue and mentorship. By sharing knowledge and supporting one another, we can help close the gender gap in tech – and build a stronger, more inclusive, digital future for everyone. 

In recognition of Ahold Delhaize’s qualities as an employer, the global Leading Employers award was presented to Gez Asafu-Agyei, Director Strategic Partnerships at Ahold Delhaize Group, and Eline van der Hulst, NextCo member and Manager Area Delivery e-Commerce at Albert Heijn.  

Leading Employers is an independent organization that conducts a comprehensive meta-study to analyze companies’ employment practices. The sources used to evaluate and assess the companies include public surveys, employee reviews, audits, jury awards and memberships. The analysis is carried out using a weighted evaluation matrix.  

The Leading Employers certification highlights Ahold Delhaize’s progress in its Thriving People strategic priority, part of our broader Growing Together strategy, which drives our aspiration to be the leading (#1 or #2) employer of choice in each market.   

Learn more about the Leading Employers organization, its awards and process here.

January 20, 2025 – Ahold Delhaize is proud to announce that the Top Employer Institute (TEI) has recognized both the company and the majority of its great local brands as Top Employers in 2025. This certification recognizes organizations that are dedicated to cultivating great places to work through excellent Human Resources policies and people practices. 

The Top Employer certification highlights Ahold Delhaize’s progress in its Thriving People strategic priority, part of its broader Growing Together strategy, which drives the company’s aspiration to be the leading (#1 or #2) employer of choice in each market. TEI has assessed our brands’ policies and unique practices, which may differ from one another. The recognition celebrates efforts to foster a caring, purpose-driven environment where the brands’ employees are valued, inspired, and empowered to grow and collaborate.  

In 2025, Ahold Delhaize Group and all of its U.S. brands – including ADUSA – achieved the Top Employer certification, alongside several European brands such as Mega Image (Romania), Maxi (Serbia), Alfa Beta (Greece), and Albert (Czechia). The assessment, based on TEI’s HR Best Practices Survey, evaluates organizations based on several areas, including people strategy, work environment, talent acquisition, learning, diversity, equity & inclusion, and well-being. 

“We are a people business. Receiving this certification is positive confirmation that our HR strategy is driving meaningful progress across all these areas,” says Natalia Wallenberg, CHRO of Ahold Delhaize. “It's testament to the  efforts of teams in the local brands and Ahold Delhaize Group, recognizing initiatives that prioritize connection with our purpose, collaboration and well-being, while supporting our brands’ communities. “It also proves that Ahold Delhaize is staying true to its promise: to create a supportive workplace that encourages growth and teamwork, where everyone feels heard, valued, and finds purpose in serving our communities.”  

To learn more about Ahold Delhaize Pride, we spoke with Djordan. See what he shared with us below. 
 

Can you share the primary mission and goals of Ahold Delhaize Pride?  

“At Ahold Delhaize Pride, our primary mission is to create an environment where all LGBTQI+ individuals feel welcome, represented, and valued. This mission extends to our brands’ associates and customers, ensuring that everyone interacting with Ahold Delhaize feels included and respected.”
 

What specific initiatives and activities has Ahold Delhaize Pride implemented to support LGBTQI+ associates?  

“We support our LGBTQI+ associates through various initiatives, primarily focusing on fostering community and connection. For example, we have participated in Roze Filmdagen, an LGBTQI+ film festival, and we have hosted a bar takeover during Pride in Amsterdam the past two years and plan to do the same this year. More recently, we expanded our efforts by collaborating with Etos during Utrecht Pride to create a safe space for everyone to have their makeup done and express their individual personalities. These events allow our associates to engage with the broader LGBTQI+ community and celebrate pride in an inclusive environment as well as with all people in the communities we serve.  
 

We also organize lunch and learn sessions, inviting guest speakers to discuss various LGBTQI+-related topics. For example, our most recent last lunch and learn session was about the history of Pride and how Pride is changing as an event. Other sessions were about creating more inclusive teams, as well as multi-parenthood and family extension support. With these sessions we provide valuable insights and inspire our associates to broaden their understanding and support of the LGBTQI+ community.”  
 

How does Ahold Delhaize Pride contribute to creating a more inclusive workplace for LGBTQI+ associates? Can you provide examples of how it has influenced company policies or practices to benefit LGBTQI+ associates?  

“In addition to supporting our fellow LGBTQI+ associates and allies within the company, one of our primary goals is to act as a liaison partner within the company, collaborating with various departments to shape inclusive policies and practices. For instance, last year, we played a pivotal role in successfully implementing the Gender Transition Policy in the Netherlands. We worked with HR, the workers' council, and Ahold Delhaize’s Executive Committee to develop this policy which includes comprehensive guidelines for managers and associates.  

 
In developing these policies, we collaborate with LGBTQI+ organizations such as the Transgender Netwerk Nederland and COC Netherlands to guide us. We also share ideas with Pride BRGs from other companies and form alliances with organizations like Workplace Pride, a network organization for company pride teams. These external partnerships enrich our approach and ensure we align with best practices in promoting inclusivity. Additionally, we collaborate and share best practices with Pride BRGs from our brands and other companies. For example, during our intercompany Pride event at Utrecht Pride, we – Ahold Delhaize Pride and Queer bol – worked together with Trainbow NS to bring together 10 Utrecht-based companies to connect on LGBTQI+ topics and events.”
 

Can you discuss the importance of allyship and how Pride BRGs across Ahold Delhaize and the brands engage allies in supporting the LGBTQI+ community?  

“From a personal perspective and as a board member of Ahold Delhaize Pride, I can affirm that allyship is incredibly important. Allies are crucial in ensuring that our community can rely on broader support. Given our goal to expand our reach beyond the offices, allies are essential in locations where the LGBTQI+ community may be underrepresented or less visible. Their support can help foster a sense of collective belonging and reinforce support for LGBTQI+ associates across Ahold Delhaize and our brands.”  
 

What role does executive sponsorship play in the success of Ahold Delhaize Pride?

“Executive sponsorship is crucial to Ahold Delhaize Pride's success. Our sponsors' exclusive commitment significantly contributes to our visibility. We are fortunate to have Natalia Wallenberg, CHRO of Ahold Delhaize, and Sonja Boelhouwer, COO of Albert Heijn actively speak up for our community and emphasize the importance of our BRG.”
 

Business Resource Groups (BRGs) at Ahold Delhaize are voluntary, associate-led groups that serve as a valuable resource for both members and our businesses. BRGs foster a diverse, inclusive workplace aligned with our mission, values, goals, business practices and objectives. We value and encourage this collaboration between our organization and associates and we actively engage in insightful discussions to ensure we are listening to and serving our brands’ communities in a relevant and respectful way.

A substantial part of Ahold Delhaize’s daily work evolves around food. It only makes sense that Ahold Delhaize’s local brands work closely together with local food banks, to provide food donations and other resources. By working together with GFN, Ahold Delhaize can contribute and build on the quality of its local brands' numerous community initiatives. Ahold Delhaize will provide financial support and share expertise to help GFN build capacity, offer technical assistance, and drive innovation, making food banks more effective and resilient in the nine countries where Ahold Delhaize’s brands operate. 
 

President and CEO of Ahold Delhaize Frans Muller said: “The role of our brands’ stores goes beyond grocery shopping. For many years, they have actively partnered with local food banks, creating a positive impact in their communities. Partnering with The Global FoodBanking Network allows us to further contribute to addressing food insecurity and prioritizing healthy, nutritious and sustainable food. The contribution of GFN and its network of local food banks is invaluable in giving families and individuals a better and healthier future.”
 

“Food banks are rooted in their communities, which makes them key actors in reducing food insecurity and minimizing food waste and the corrosive impact it has on the climate,” said Lisa Moon, President and CEO of The Global FoodBanking Network. “Thoughtful partnerships like this one with Ahold Delhaize fortify those community bonds by providing impactful support and expertise that will help food banks ensure that more food ends up on families' tables. Together we can nourish people and the planet.” 
 

The announcement of the partnership coincides with the presentation of Ahold Delhaize's new Growing Together strategy. A key component of this strategy is supporting the transition to a healthy and sustainable food system, ensuring that healthy and sustainable food is accessible and available to all.  
 

About The Global FoodBanking Network  

The Global FoodBanking Network works with partners in over 50 countries to alleviate hunger and tackle climate change at the same time. Our partner food banks work with 50,000 local agencies and are supported by over 400,000 volunteers. Last year, we provided food to more than 32 million people. We are fixing the global food system so it functions as it should: nourishing people and the planet together. More: www.foodbanking.org. 

Since January, Jennifer Watson holds the global responsibility for information security here at Ahold Delhaize, including all brands and Operating Companies. While she thinks she is “quite boring”, we heartily disagree. Read on to learn her view on security and how she landed in this job (and what role the U.S. Airforce played in this). 

• Name: Jennifer Watson  
• Role: Global Chief Information Security Officer Ahold Delhaize since January 2024  
• Lives in: Wassenaar, the Netherlands, since 2023  
• Favorite brand product: “I really appreciate all the fresh baked goods and sandwiches at Albert Heijn.”  

When did you become a member of the Ahold Delhaize family and what has your career journey in AD looked like?  

I started as US CISO in September 2022, then moved to the Netherlands in September 2023 to be the EU CISO, and then took the role as Global CISO this year. I might be the first CISO to work in both our US and EU regions, before taking the global role. It is extremely important for me as a security officer to really understand the business I am trying to protect. Trust must be in place to work together with the business.  

There is not a huge difference between the businesses in the regions. At the core we have great people that care a lot about our customers and improving our services, but we approach this in a localized way that makes the greatest impact in the region.

What do you enjoy about working at Ahold Delhaize, and what are the biggest challenges that you are experiencing?  

The complexity of the organization is the biggest challenge, but also the most exciting! Everyone genuinely wants to work together, but there are still potential gaps and lack of visibility that make it challenging at times. The grey areas in between workstreams for example: sometimes multiple teams are working on them, sometimes there is no clear owner yet.  

Prior to coming to Ahold Delhaize, I worked in the manufacturing industry, and I also spent time at Nike, PepsiCo and Mastercard. While in my experiences most industries have similar issues, the approach to how we solve the issue are different per industry. For example, the smaller margins we are working with in grocery retail means we must challenge ourselves to produce creative ideas and solutions to keep everything safe for a lean budget.

“The complexity of the organization is the biggest challenge, but also the most exciting!" 

What advice would you give to someone who is newly joining our organization?  

Be a sponge and absorb as much knowledge and history of the business as possible. What really helped me be successful is having that hands-on experience and really being able to empathize with the people, the customers, and the end users that the business is trying to help. I’d also recommend to anybody in IT or security, to take advantage of the Retail Immersion sessions which are organized by several of the local brands. I joined a session with Food Lion shortly after joining the Ahold Delhaize and spent 2 ½ days in the stores getting to experience a day in the life of store associates.

What is the most interesting thing about you that we would not learn from your resume/LinkedIn?  

Actually, I think I’m quite boring, but I did start out as a pre-med student and never had considered technology as a path until I joined the Airforce, and they told me that information technology is an area I’d be good at… I guess they were right since this is where I still am many years later.

What was the weirdest job you’ve ever had?  

When I was finishing high-school and preparing for my pre-med, I was working as a nursing assistant in a Urology office. I was doing tests and growing cultures in a lab coat, and even assisted with medical procedures.

What was your best holiday ever and why?  

Honestly, I enjoy all holidays where I’m exploring a new place and outdoors. One of my favorites was skiing on Christmas Day. However, spending the summers on the beach is amazing as well!

What do you do to relax when you are not working?  

Anything that allows my mind to take a break… I love getting outside or watching something silly on T.V., I like true crime.

The Ahold Delhaize values are Courage, Care, Integrity, Teamwork and Humor. What value jumps out to you most? And what value do you think needs the most work in our organization?  

I love the values that we have. To me personally our Integrity value appeals the most. Not surprising for a security person, I am always leading with honesty and being very transparent in every task and conversation.  

What value we, as a company, need to work on the most is hard to answer, as I’ve found as a company we do a great job at living our values; my only advice would be to always re-evaluate ourselves and stay balanced in our values.

By creating the NextCo, Ahold Delhaize ensures that the ExCo has access to the viewpoints of the next generation in the strategy and decision-making process. Furthermore, we recognize the importance of providing leadership development and advisory opportunities for future leaders.  

The NextCo members represent the Millennial demographic across various key countries in which Ahold Delhaize companies operate. They were chosen out of a pool of 45 applicants, nominated by senior leaders throughout all great local brands and support companies. The NextCo Leaders' appointments will run for 18-24 months. 

They are: 

• Valerie Soto, Value Messaging Manager, Stop & Shop (U.S.) 
• Frits Kesting, Privacy Counsel, Ahold Delhaize (Netherlands) 
• Anđela Petrović, Strategy Director, Ahold Delhaize USA (U.S.) 
• Eline van der Hulst, Store Manager, Albert Heijn (Netherlands) 
• Jess Rodgers, Site Director, ADUSA Distribution & Transportation (U.S.) 
• Jolien Pap, Associate Project Manager, bol (Netherlands) 

The NextCo together with the ExCo have chosen a number of topics as their focus areas for the next months, ranging from engagement with the new Ahold Delhaize strategy to sustainability. 

We would like to congratulate the NextCo members on their appointment and look forward to seeing the progress they make in contributing to Ahold Delhaize and each of its companies’ future successes. As Ahold Delhaize continues to evolve and adapt to the changing needs of its customers and associates, initiatives like NextCo will play a crucial role in advising Ahold Delhaize and its brands for the future. 

Jamie’s role is multifaceted and involves close collaboration with Giant Food’s affinity groups and Business Resource Groups (BRGs) to steer programming and initiatives. Jamie works with all functional leads and their teams on how they can integrate diversity, equity and inclusion into the Giant Food business to foster a culture where these values are seen as guiding principles.  

How does Giant Food prioritize sourcing products from diverse-owned suppliers?

“At Giant Food, we work with our vendor partners and our Supplier Diversity team at Peapod Digital Labs, our support business for Ahold Delhaize USA brands, to connect to diverse suppliers with our category team to see where there may be opportunities to bring them into the store. Some examples of certified diverse suppliers that we have on Giant Food shelves include Tea Drops, Mocktail Club, Michele’s Granola, who are all certified women-owned businesses. 

However, our focus on supporting diverse-owned businesses isn’t just supporting businesses with products. We also support diverse-owned businesses that provide services for our business functions, such as Brand Pride, a women-owned certified business (previously certified LGBT-owned business) that provided t-shirts for Giant Food’s Pride Parade last year and Emtrain, a certified woman-owned business that has provided online learning content for Giant Food associates.”  
 

How does Giant Food foster meaningful, long-term relationships with diverse suppliers? 

“We introduced shelf label tags in December 2020 in all 164 of our Giant Food stores. In 2024, we are still going strong with providing shelf tags all year round. These shelf tags help customers identify the creators of certain products, and we are committed to building trust with our vendors and supporting minority-owned businesses that align with our brand values.  

We want to make sure that we are guiding our diverse supplier partners towards programs within store for more visibility of their business and products. During cultural heritage months we take this as an opportunity to highlight our diverse supplies. For example, our THRIVE People of Color BRG worked with our merchandising team to create an endcap with Black-owned businesses for Black History Month which just took place in February. For Women’s History Month (taking place now) we have a “certified women-owned” tab on the Giant Food website.”  
 
Can you share success stories or examples of how partnering with diverse suppliers has enhanced Giant Food’s product offerings, customer engagement, and overall competitiveness?  

“Today’s customers are more conscious than ever before when it comes to shopping. They prefer products that promote healthy habits, support certified diverse brands, and contribute to sustainability efforts. In 2023, we offered our customers a selection of 1,665 products from 194 certified suppliers, and we are proud to have been the first traditional grocery store to roll out shelf label tags in the U.S. Having supplier diversity in our stores has also helped customers discover new brands that they may not have previously been aware of.”  

How does supplier diversity contribute to economic opportunity for underrepresented groups within the food retail industry?  

“Certified minority-owned diverse suppliers are businesses with at least 51% minority ownership, certified by one of our certifying bodies. Having supplier diversity helps in multiple ways – it brings more offerings to our customers, supports small businesses, and reaches new customers who support these businesses. By supporting these businesses, we help them grow and create new jobs and opportunities. 

As we continue to see success with diverse suppliers through our supplier diversity program, we are able to invest more into supporting and growing our program.”
 

What role do we as associates/customers play in contributing to supplier diversity?  

“It is important for us to understand what supplier diversity is and what it isn’t. Through our shelf tag program, we spotlight minority-owned businesses, giving them a platform to thrive. Many customers actively seek to support these businesses, much like they do with local farmers or retailers. As ambassadors of our supplier diversity program, it's our role to guide customers and showcase the program's benefits. The more we talk about it, the more support we provide to certified minority-owned businesses.” 

February 2, 2024 – At Ahold Delhaize we create a caring place to work, inspiring growth and collaboration, where everyone is heard, valued and finds purpose in serving our communities. With our people promise in mind, it is an even greater pleasure to see our brands being recognized for their front running practices and initiatives, such as the Top Employers Institiute Certification.   

After undergoing an extensive certification process, our great local brands; Alfa Beta in Greece, Delhaize Serbia, and Mega Image in Romania, were recognized amongst the 2024 top employers in their markets by the Top Employers Institute. The Top Employers Institute is an independent organization dedicated to recognizing excellence in employee conditions globally. The organization evaluates participating companies based on a comprehensive framework that encompasses various aspects of HR management. From talent strategy and workforce planning to learning and development, performance management, and culture, the certification process provides a holistic assessment of an organization's HR practices.  

Natalia Wallenberg, CHRO of Ahold Delhaize comments, “At Ahold Delhaize, we work hard every day to create a culture where everyone feels heard, valued, and inspired to grow and collaborate. Therefore, it is an honor to see our brands recognized for their front-running practices and initiatives. This certification is a testament to their commitment in providing an exceptional experience for our people. Congratulations to our teams at Alfa Beta, Delhaize Serbia, and Mega Image for their well-deserved recognition as top employers in their markets.” 

Food Lion: 1 billion meals and counting  

Since its inception in 2014, Food Lion Feeds has achieved a remarkable feat – it has donated over 1 billion meals to individuals and families and has committed to donating 1.5 billion meals by 2025. 

One of Food Lion Feed's major initiatives is the Great Pantry Makeover, an annual event that takes place during Feeding America's Hunger Action Month. Food Lion associates roll up their sleeves to help remodel and restock nearly 30 food pantries (distribution centers where people can receive food). During this 30-day effort, 3 million meals and almost 1,100 volunteer hours are provided. This effort builds on yearlong support through volunteer efforts led by Food Lion associates as well as collaborations with partner food banks to create sustainable solutions. For example, Food Lion Feeds supports transformative experiences by investing in culinary training programs, teaching gardens, nutritional education courses and client-choice food pantries.  

However, Food Lion's commitment goes further back. In 2000, Food Lion partnered with Feeding America to create a pioneering food rescue program, rescuing surplus food that would otherwise go to waste. Today, this program continues. Since 2019, Food Lion has donated over 248 million pounds (over 112 million kgs) of food through food rescue and has recycled over 117 million pounds (over 50 million kgs) of food waste.  

Further information: https://foodlion.com/pages/food-lion-feeds  

The GIANT Company: Meating community needs

Among several food rescue programs aimed at combating hunger, The GIANT Company's longest-standing initiative is its Meat the Needs program, developed in collaboration with its partner, the Central Pennsylvania Food Bank. The program began with a pilot in 2009, with the goal of creating an outlet for fresh meat products that were upon their sell by date but still considered consumable to people facing hunger within The GIANT Company's service area.  

Eligible products undergo freezing at the store level, adhering to food safety guidelines. These products are then collected at the brand's perishable distribution center to be distributed to the company’s regional food bank partners, ensuring that the center of the plate proteins reach people in need. 

Since its initial pilot in 2009, the program has grown from a small-scale initiative to a full-scale operation involving six  of the company’s regional food bank partners. Since 2012, it has made substantial contributions, donating more than 20 million pounds (approx. 9.0  million kilograms) of products with a cumulative value exceeding $32 million to  the company’s regional food bank partners.

Further information: https://giantfoodstores.com/pages/our-purpose  

Stop & Shop: Bringing food to school pantries

Stop & Shop's School Food Pantry program started in 2019 when the retailer recognized a significant need among students who were beneficiaries of free lunch programs during the school day through government initiatives but were grappling with hunger during evenings and weekends.

The program was launched to help ensure that no student has to go to school hungry. Since its inception, Stop & Shop has grown the program from one pantry in Massachusetts to 200 pantries across five states. Each of these pantries plays a vital role in providing consistent access to healthy food, contributing to the well-being of students. 

In a bid to increase awareness for this program, Stop & Shop has also partnered with the Boston Red Sox baseball team. For every strike out at Fenway Park during the season, Stop & Shop donates 10,000 meals to students in need.  

Further information: https://stopandshop.com/pages/school-food-pantry-program 

Giant Food: Supporting neighbors in needs

Giant Food’s number one charitable pillar has always been fighting food insecurity. Through several programs, Giant supports its five Feeding America Food Bank partners as well as additional community organizations. A primary focus for Giant is supporting Ward 8, Washington D.C. where poverty is increasingly concentrated, and residents face both food insecurity and high rates of obesity.

One of the many programs Giant continues to support is the Capital Area Food Bank’s (CAFB) Mobile Grocery Trucks Curbside Groceries which launched in 2020. With Curbside, CAFB has created a social business solution to food access by launching a mobile grocery truck that sells affordable produce and grocery staples in neighborhoods with limited access to retailers. Since its launch with funds from the Giant Family Foundation, Giant Food helped CAFB secure a second and now third Curbside Groceries truck. The trucks visit 14 distribution sites each week and look to expand to eight more in the coming year.

Further information: https://giantfood.com/pages/community  
 

Hannaford: Helping communities eat well, be well

With its five-decade history of donating food to local hunger relief organizations, Hannaford now donates 25 million pounds annually, emphasizing fresh produce, dairy, and frozen meat. These efforts help thousands of its neighbors and contribute to Hannaford's commitment to reducing food waste. 

New efforts like the Hannaford Eat Well, Be Well program began last year with $1.5 million in community investments to improve health outcomes for those with chronic conditions such as diabetes and heart disease. In year one, Eat Well, Be Well delivered 200,000 nutritious meals to 1,000 people and connected many to dietician support. This year, the program expanded to shine a light on what can often be a forgotten demographic—older people. In partnership with regional community organizations, Hannaford launched the “Connection, Health, and Equity through Food” (CHEF) program to enhance the wellbeing and quality of life for older individuals. 

Hannaford’s Fuel Kids at School program focuses on food insecurity among students at school. It has added 150 school-based food pantries from pre-school to high schools across the northeast. And, starting in 2020, the program expanded to include community colleges to address emerging needs with young adults.

Further information: https://www.hannaford.com/about-us/hannaford-helps 

*Feeding America: Hunger in America  

This interactive and insightful session provided a lot of great takeaways and ideas on how to create a more inclusive workplace. Below are a few of those takeaways to serve as inspiration. 

• Caring conversations remain at the heart of everything that we do, as different geographies may require different approaches to the topic. There is no one-size-fits-all model, but there is always a way to provide a psychologically safe and inclusive workplace for our associates, which is one of the important conclusions of the event. 
• Gender is not binary; therefore, looking at gender balance more holistically is recommended rather than only trying to balance the number of males and females in our organization. This is something that Ahold Delhaize has also been actively working on within our 100% gender balanced aspiration. 
• Understanding gender diversity and raising awareness around it is an important step for every organization, but also acknowledging that making mistakes is human and that our values accommodate this. 
• Psychological safety, implementing balanced slates in recruitment and succession, supporting business resources groups are a few of the examples of what companies, including our own can do to drive this agenda forward. 
• Creating policies, such as a gender transition policy, is also a great way of providing adequate frameworks to support associates in important life events, as well as equip managers with needed tools and resources. 

At our great local Dutch brand, Albert Heijn, we were able to learn more about Jordy through their recently released documentary: More than a supermarket ("Meer dan super"). It provides a unique look at what goes on behind the shelves and how Jordy – a committed and hard-working stock replenisher at the Albert Heijn XL in Maastricht – was told at the age of thirteen, that he was not cut out for the regular labor market. Today, he has an important role at one of Albert Heijn's major and busiest stores. Without Jordy, customers would not be able to count on Albert Heijn.  

Jordy tells his story, “I attended a special education school. Back then, the prospect seemed that I would never be able to have paid employment and that I would only be able to do so much. Eventually, I was able to prove the opposite. I showed that I have more potential. That I could achieve more. And my supermarket manager, Ron, has been a great help to me since I started working here." 

Watch the video below to learn more about Jordy. 

Albert Heijn is a part of everyday life for its customers, and it is committed to making eating better the easy choice for everyone.  

We recently spoke to Johanna Maldonado, Hispanic American and Stop & Shop associate since 1999, whose passion for diversity and inclusion led her to her role as the brand’s new Director of DE&I. She shared with us what Hispanic Heritage Month means to her and how diversity leads to big wins for both Stop & Shop and its customers and communities.  

Johanna said Hispanic Heritage Month is a time to reflect on inclusivity and recognize the major impacts Hispanic and Latinx people have had in the U.S. and across the world. “This month is the perfect opportunity to celebrate all the culture’s aspects – the traditions, the food and the language. It’s also an important time to learn more about what barriers Hispanic Americans have overcome and what challenges remain.”  

At Stop & Shop, a big part of celebrating culture revolves around food, and this month gives the brand the opportunity to spotlight products from Hispanic-owned vendor partners. Johanna said that they’ve found storytelling is a powerful way to do this. “Being able to share real success stories about Hispanic businesspeople with our customers and our associates encourages everyone to believe in themselves, especially those from groups of people who may have had to overcome barriers.” She said Stop & Shop is also taking the opportunity this month to strengthen its commitment to its supplier partners, for example, by welcoming Hispanic vendors Tajin and Tropical Cheese to the support office for a sampling event. “They were able to talk with and educate associates. Associates were able to try – and enjoy! – cuisine from a culture they may not have been familiar with.”   

Johanna is a huge proponent of supplier diversity. “It brings fresh perspectives, ideas and innovations to the table. And the bottom line is that the more you diversify your offering, the more you are able to meet the needs of the communities you serve. Our customers are diverse, and they expect to see diverse products on the shelves that help to feed the important moments in their lives.” 

She said that Stop & Shop aims to do business with diverse vendors of all sizes, and that working with local vendors helps the brand provide the flavor profiles customers are looking for. “We hear excitement from our vendor partners when they get to share their experiences and their culture with our associates and customers. They are able to share their stories and bring their culture to life for people who don’t typically experience those cultures.”  

This is why Stop & Shop created its new Global Markets, so customers can find all their multicultural favorite products in one place instead of having to make multiple stops at different grocers. “For each Global Market, the team spends a great deal of time exploring the local community, learning about the demographics and developing relationships with local partners.” Not only is she excited about the Hispanic owned partnerships another one of her favorite wins so far was when they brought in local hot sauce brand “Oh Shito!” – which is based in the Bronx and uses ingredients from Ghana. “The vendor partner is able to sell their delicious product, it helps our business, and our West African customer base is sharing rave reviews – it has been a win for everyone.” 

As food retailers, each of our U.S. brands celebrate Hispanic American’s incredible culinary traditions and continues to work with suppliers to offer customers authentic products from all over Spain, Mexico, the Caribbean and South and Central America. This month is also a time to reflect on the important role Hispanic Americans play within each of our Ahold Delhaize U.S. brands and the communities each of them serves.   

We recently spoke with Rosa Santiago, who works as Service Leader at Hannaford’s Waltham, Massachusetts store. When this native Puerto Rican is not leading her in-store team, she teaches English as a second language to other store associates and community members. Her warmth and desire to give back makes a huge difference for everyone she comes into contact with, leading coworkers to think of her as the “mom” of their work family. Rosa tells us what National Hispanic Heritage Month means to her, and how the Hannaford team lives out its values.  

“To me, Hispanic Heritage Month means a lot. It is celebrating our roots. Involving others in our culture and learning from them. It’s also an honor to be recognized for what we are and where we come from.” Rosa believes that Hannaford can support and engage with the Hispanic community throughout the year by modeling an inclusive family. “To me, the most important part is that Hannaford becomes a family. It is open to our cultural ideas and necessities. I’ve been very fortunate to end up in a company that really cares about people and about family.”  

Rosa was inspired to teach English to her colleagues and the store’s customers by seeing the difficulties others in her community have experienced coming to this country. She said she gets the most satisfaction from sharing what she’s learned to help others take advantage of the same opportunities she gained when coming to the United States. “I make all this happen by offering my time and what I know to make it happen for them.” 

Rosa sees supplier diversity as a way to share her culture with others – something she finds incredibly important. “I’m very fortunate to be part of celebrating Hispanic Heritage Month and sharing my ideas of the culture. I love being part of the key to the celebration.” For Rosa, it all comes back to family, learning about each other and respecting each other’s heritage – and that’s how she believes we can mark Hispanic Heritage month in a meaningful and inclusive way: “Involving everyone and making them part of my culture. Sharing respect and dignity for their culture. Everyone together becomes one whole culture and one whole family.”  

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Whether it be childbirth, moving house, marriage, navigating disability, bereavement or retirement – whatever the moment, our associates may look to Ahold Delhaize for support.  

The Life Events Framework brings together policies, guidelines and all relevant information about benefits, practicalities and resources to provide support for associates and guidance to their managers during important moments in life. It is an evolving approach that addresses the needs for support of our associates.  

“The world around us changes, our associates’ needs change, and so do we,” said Natalia Wallenberg, Chief Human Resources Officer. “I’m proud that Ahold Delhaize, together with our great local brands and Business Resource Groups, continue to listen to our associates and develop ways in which we provide support during all important moments in life.” 

Gender Transition Policy

The latest addition to the framework is the Gender Transition Policy, which is applicable to all Netherlands-based associates within Ahold Delhaize. 

This policy has been created to support associates in the process of gender transition. It includes what benefits are available for associates who start the transition process and guidance on what steps should be followed.  

The policy includes:  

• Roles and responsibilities of everyone involved  
• Guidelines for managers on how to provide caring support  
• Guidelines for transitioning associates on how to seek support  
• 33 weeks paid leave  
• Associate profile changes (such as name change)  
• Useful resources  

Gender transitioning can be a challenging and emotional process but also a deeply personal life-changing experience. We want to ensure that our associates have access to resources to feel supported and comfortable during their transition so that they can work as their true selves. By doing so, we contribute towards a welcoming, supportive and inclusive environment for all our colleagues.  

By contributing to a diverse and inclusive society, Ahold Delhaize is aiming towards its ambition to be 100% gender balanced, 100% reflective of the communities we serve, and a 100% inclusive workplace where all voices are heard and valued. Amongst other examples, we are committed to reaching pay equity, creating awareness around cultural and religious holidays, implementing various inclusivity trainings and through our Business Resource Groups such as AD Pride and The Diversity Network of Ahold Delhaize, we continue to foster representation. Please read more about our Diversity, Equity and Inclusion ambitions and progress in our 2022 Annual Report. 

To learn more about Juneteenth, we spoke with Valencia Hill, Manager of Diversity, Equity and Inclusion at Retail Business Services (RBS), one of Ahold Delhaize's local brands in the U.S.  

While Valencia initially began her career at RBS as a senior technical writer consultant in 2014, she went on to lead several communications and IT roles. However, in 2020 after the murder of George Floyd, Valencia led a group of her fellow Black associates in preparing a presentation to share with RBS's leadership team. The presentation shed light about the inequities she and her colleagues felt existed for black people at RBS and provided proposed solutions to close them, which led to Valencia becoming the founding Chair of RBS's Black Business Resource Group (BRG), EDGE.  

In 2021, she became the DEI leader for RBS where she now develops and implements strategies and initiatives that create a more diverse, equitable, and inclusive place to work where everyone feels valued, respected, and empowered. Learn more about Juneteenth with Valencia below.  

1. How and when did you first learn about the holiday Juneteenth? What does it mean to you?  

I first learned about Juneteenth at a festival when I was a teenager. I was shocked to learn this information, as I had never heard about it in school. I vividly remember listening to a story-telling session at the festival with a look of shock. I remember asking my history teacher for more information, and he couldn't provide it. I went to the library, learned more, and was puzzled why this part of American history wasn't being taught or shared.  

Juneteenth represents freedom, resilience, and the ongoing struggle for equality for Black and African Americans. It is an opportunity to reflect on the progress made, honor the contributions of Black and African Americans, and continue working towards a more inclusive and just society. 

2. How can companies like RBS and Ahold Delhaize use the story of Juneteenth to help motivate inclusiveness and equity within the workplace? 

By incorporating the story of Juneteenth into workplace initiatives, companies can foster a culture of inclusion, educate associates, and motivate action toward achieving equity and justice for all. Below are some examples of how:  

Education and awareness

Companies can organize educational programs, workshops, or presentations to educate associates about the significance of Juneteenth and its historical context. This can raise awareness about the struggles faced by Black and African Americans and the ongoing fight for equality, fostering a deeper understanding and empathy. 

Reflection and dialogue

Juneteenth can be a time for associates to reflect on the importance of inclusion and equity in the workplace. Companies can encourage open dialogue and discussions about the impact of systemic racism, unconscious biases, and privilege. These conversations help associates recognize their own role in promoting diversity, equity, and inclusion. 

Celebrations and commemorations

Companies can organize events and activities to celebrate Juneteenth, such as virtual tours, guest speakers, panel discussions, film screenings, or art exhibits. These events can serve as platforms to highlight the achievements and contributions of Black and African Americans.  

This year, RBS offered a virtual tour to all associates and received five stars! We look forward to making an impact in the community as part of our 2024 Juneteenth celebration! 

Policy and practice review

Juneteenth can remind companies to evaluate their policies and practices through an equity lens. This includes reviewing recruitment and hiring practices, pay equity, promotion opportunities, and the overall work environment to ensure they are fair, unbiased, and inclusive. 

Business Resource Groups (BRGs)

Companies can support and empower BRGs dedicated to racial and ethnic diversity. These groups can plan activities and initiatives around Juneteenth, amplifying its significance and promoting dialogue among associates. 

Community engagement

Companies can extend their commitment to inclusion and equity beyond the workplace by supporting local Juneteenth events and initiatives.  This can involve volunteering, making donations, or partnering with community organizations that promote social justice and equality. 

3. What is your approach to understanding the perspectives of colleagues from different backgrounds? 

This requires active listening, empathy, and an open mindset.  It's best to take the initiative to educate yourself as well.  As you learn about others, it's essential to respect/embrace differences, seek common ground, and avoid making assumptions. This is an on-going process that requires continuous learning and self-reflection. 

To learn more, we recently had the opportunity to meet with Seema Singh, Ahold Delhaize's Vice President of Identity Access Management. We were lucky enough to learn more about Seema’s role, her enthusiasm and passion for ICT, how she began her career and the challenges faced in the ICT industry for women.  

First thing’s first, what is Identity and Access Management (IAM)? Seema explains it simply: “Identity and Access Management helps improve the user experience of our associates as they try to obtain access to do their daily jobs in a secure and compliant manner. This includes the login and authentication steps needed throughout the day, as well as taking the steps needed to obtain new access into applications. This also involves improving the stability, uptime and performance of our systems that provide these capabilities. IAM is important because it provides a smooth seamless secure and compliant way for authorized people to gain access into Ahold Delhaize’s systems and data.”  

Seema, when did you decide to dedicate your career to IT?  

I still remember back in the early days of the internet and personal computing. There was a lot of buzz about all the new technologies and spanking new devices you got to own that seemingly had endless power and possibilities! And I certainly got caught up in that wave of excitement! About that time, I applied for and got admission into the computer science program at the University of Alabama – it was like a new world had opened for me and honestly, I couldn’t have asked for more. I haven’t looked back since then.  

Were there any meaningful life events or people that you met along the way that helped shape your career path? 

To be honest, I haven’t ever sat down and planned a career path for myself. Instead, I’ve allowed my curiosity to be my guide and I must say it has taken me to great and interesting places. However, I have had my fair share of influencers in my career. In fact, I wouldn’t have ever even considered going for a senior leadership role in Cybersecurity had it not been for a dear friend and mentor of mine who spent days convincing me of the value I could bring to the table by putting my name out there for consideration for my boss’s role. I consider myself lucky to have had a well-wisher who took it upon himself to challenge me to get out of my comfort zone, and to realize my potential. I had never seen myself as lacking the drive or passion and yet it took some severe yet well intended prodding to open my eyes to the possibilities. This was when I truly realized how women often opt out, and don’t challenge themselves enough or sometimes at-all. I was lucky to have someone look out for me. Not everyone is as fortunate.  

What challenges do you think women in tech are facing today? What challenges have you experienced?  

The world of IT in general and Cybersecurity in particular, has always suffered from a shortage in female representation. I recently read that women account for only two of ten cybersecurity professionals, despite representing almost half of the global workforce. Why do we have this big disparity? I mentioned earlier how women frequently did not consider themselves in the running for ambitious leadership roles. Well, it is the same for technology and cybersecurity roles – women don’t often see themselves in these roles because they don’t see other women in those positions, this needs to change. The low representation becomes a self-fulfilling prophecy, so we must pay special attention to enable active mentoring and guiding female talent.  

What advice would you give to large organizations – including Ahold Delhaize – to attract more girls to the tech and ICT industry? 

Catch them early and get them excited about a career in tech and ICT while they’re still in school. Bring in role models that they can associate with. Draw a roadmap for them and show them the possibilities, not only of how their future can shape up, but also of how they can shape up the future for everyone. 

Season 2, Episode 2: All about leadership, diversity, equity and inclusion. 

This time, we dive deep into topics surrounding leadership, mental well-being, diversity, equity and inclusion. Essential topics for Ahold Delhaize to spotlight not only this week but always. Host Emmelie Zipson and co-host Natalia Wallenberg, Chief Human Resources Officer of Ahold Delhaize, talk to Margaret Versteden – van Duijn, Brand President of bol.com about these topics. 

Guest: Margaret Versteden – van Duijn, Brand President of bol.com 

Co-host: Natalia Wallenberg, CHRO of Ahold Delhaize 

Listen to the episode below, or wherever you listen to your favorite podcasts! 

Missed S2 E1 Leadership in crisis situations? Listen here 
 

PDL is again partnering with Efficient Collaborative Retail Marketing (ECRM) and RangeMe to host a series of four virtual events throughout the year. Merchants from the brands of Ahold Delhaize USA will meet with potential new suppliers to learn about their expertise and consumer packaged goods. 

“We launched this program in 2021 to demonstrate our commitment to bringing the products of certified, diverse-owned businesses to the grocery brands of Ahold Delhaize USA,” says Andjela Petrovic, Director of Supplier Diversity for PDL. Last year the merchants of the Ahold Delhaize USA companies met with over a hundred suppliers, fully onboarding 20 new suppliers to one or more brands of Ahold Delhaize USA, with many more still in the onboarding process.” 

New for this year, PDL is teaming up with WBENC certified, women-owned business PowerToPitch to offer participating suppliers a free pitch coaching service to prepare for these events. Suppliers selected for the meetings will be offered a 75-minute group coaching session and a 30-minute 1:1 coaching session, focused on finetuning and reviewing their product pitch and increasing confidence in their pitch presentations. 

"We’re excited to offer professional coaching for select candidates to help them approach the meetings with a clear and compelling pitch,” says Petrovic. “We worked with PowerToPitch during our Incubator program in 2022 and participants found the support and resources tremendously beneficial. It’s an investment to develop a skill that lasts well beyond this one meeting or event. We hope this program will continue to support and facilitate new relationships between diverse-owned suppliers and the companies of Ahold Delhaize USA.” 

Certified, minority-, LGBTQ-, woman-, veteran- and disability-owned businesses with products listed in the application can apply by Friday, Feb. 3 for consideration. 

Once applications for the event are submitted, representatives from Ahold Delhaize USA companies will review and select vendors for the virtual event. Suppliers not chosen for the event will still be accessible through the RangeMe registration tools and may be reviewed by Peapod Digital Labs again in the future as business needs change. The application can be found here. 

The first event is scheduled for April 10 – 19, 2023. Subsequent events will be held in June, August, and October.  

About ECRM

ECRM brings efficiencies and effectiveness to the buying and selling process by propelling connections between buyers and suppliers through key programs that utilize virtual and face-to-face platforms. With over 27 years of experience, ECRM’s programs promote relationships, forward thinking insights along with process efficiencies. ECRM works with companies around with world in a variety of different categories including food & beverage, general merchandise, health & beauty care, pharmacy & medical markets, and foodservice. ECRM also owns RangeMe, the industry standard online product sourcing platform. 

Today, books with anti-Semitic content are unfortunately still available. And as people continue to increasingly purchase products through web shops and online platforms, a new approach is needed to combat the online sale of anti-Semitic content.    

Therefore, the National Coordinator for Combating Anti-Semitism (NCAB) is launching an initiative for a better and more efficient approach for web shops and online platforms to exclude anti-Semitic content from their assortment. Bol.com is a partner in the initiative and has published its vision and method (only available in Dutch) for countering discriminatory books. With this, the NCAB and bol.com want to interest more companies in the Netherlands, which deal with similar issues, to exchange knowledge and experiences and jointly come up with effective roadmaps to better detect  books with harmful content.    

Bol.com's review framework for books    

As bol.com is a store for everyone, everyone should be able to visit bol.com and feel welcome. Articles, including books, that incite hatred, violence or unequal treatment can therefore be removed from bol.com’s platform. At the same time, bol.com wants to deal carefully with freedom of expression and thereby also supports the educational and historical importance of books.    

Since bol.com is not a content expert on the topics described in books, the business has drawn input from discussions with experts on the subject, including the Dutch Meldpunt Discriminatie (Report Discrimination) to determine what may be hateful, discriminatory or anti-Semitic. 

The framework allows bol.com to assess discriminatory books. Based on a detection, assessment and reporting system, bol.com decides whether a book remains online, is given an information label, or is taken offline.  

Proactive and reactive assessment

Thousands of new books are automatically uploaded to bol.com every week, complementing an existing assortment of tens of millions of books. The new books are now proactively reviewed and bol.com uses the review framework reactively after notifications from customers or employees, for example.   

Bol.com continues to develop these systems and is taking steps to address the challenges involved, such as obtaining expertise on titles and authors and making arrangements with publishers and suppliers. In addition, bol.com continues to talk with experts to obtain advice on social issues in order to continue to make well-informed decisions in the future.    

“The work we do to support and celebrate our associates is an ongoing priority as part of our commitment to diversity, equity and inclusion,” said Linda Johnson, Senior Vice President, Human Resources and Communications, Food Lion. “This recognition from Newsweek underscores the importance of making Food Lion a great place to work. Our associates are the heart of Food Lion and a reflection of the diverse towns and cities we serve.” 

The ranking scored 1,000 companies across the U.S. for their value of diversity in their workplaces. Newsweek, in cooperation with Plant-A Insights Group, used publicly available data, interviews with Human Resources professionals and a large-scale employee study to develop the list. Respondents were asked questions about corporate culture, working environment and more. 

Food Lion, categorized in the Consumer sector, is among the companies across six economic sectors that survey respondents said truly respect and value different kinds of people. 

Food Lion has received ongoing recognition for being a diverse, equitable and inclusive employer. For the past 13 consecutive years, Food Lion has earned a perfect 100 on the Human Rights Campaign Foundation’s Corporate Equality Index. For the past five years, Food Lion has been named one of the Top 50 Best-of-the-Best Corporation for Inclusion by the National Business Inclusion Consortium, spearheaded by the National LGBT Chamber of Commerce. Meg Ham, President of Food Lion, is a member of the CEO Action for Diversity & Inclusion™ coalition, the largest CEO-driven business commitment to advance this important work. 

Since its introduction in 2002, the Hannaford registered dietitian program has become a mainstay for shoppers both in-store and online. The program, which provides free nutrition education from Hannaford’s roster of registered dietitians, helps shoppers identify nutritious meal ideas and learn about shopping strategies for eating healthy on a budget or for specific dietary needs, such as heart disease or diabetes. 

The program has grown significantly since its launch two decades ago, when it became one of the first programs of its kind to be offered by a large-scale supermarket retailer in the Northeast. Beginning with four dietitians in a handful of stores, Hannaford shoppers now have access to free nutrition education from more than 30 dietitians in over 50 stores across New England and New York. 

“Making it easier for our communities to learn about the benefits of incorporating healthy, fresh foods into their lives has always been important to Hannaford,” said Hannaford Supermarkets Healthy Living Manager Sue Till. “Our registered dietitian program is an important resource for customers seeking to improve their health and wellness. We are tremendously proud to celebrate the 20th anniversary of this program and look forward to continuing to enhance the free nutrition resources we provide to our customers in the years to come.”  

Hannaford registered dietitians lead more than 1,000 in-store classes, tours and online seminars per year focused on a variety of topics, including heart-healthy eating, shopping using the Guiding Stars nutrition navigation system, meal planning made easy, and nutrition for kids. Additionally, the dietitians support 200 community events each year by providing nutrition education at schools, libraries and health care facilities. The program has supported more than 200,000 shoppers to date in 2022.   

While the size and scope of the program has evolved over the years, one element has remained the same: Registered Dietitian Marilyn Mills, who has served New Hampshire customers for the program’s full 20-year duration.  

“Being a supermarket dietitian allows me to support my community, whether it be an aisle walk with a family seeking lower sugar cereal, or in a virtual class teaching attendees about shopping on a budget,” said Mills, who was the first dietitian hired when Hannaford launched the program. “During my day, shoppers will stop and seek my knowledge to support a new need, such as a change in their health and diet, or a desire to learn more about a new seasoning or cooking method. I feel like I’m giving back to my community as it grows and changes.” 

Hannaford Registered Dietitian Program By the Numbers 

• Hannaford registered dietitians are available in-person at more than 50 Hannaford stores throughout five states. 
• Hannaford has hosted more than 550 free online nutrition classes in 2022.  
• Hannaford customers enjoy approximately 600 complimentary in-store classes and store tours each year.  
• Hannaford registered dietitians provide nutrition education at more than 200 community events annually.  

For more information about the Hannaford Registered Dietitian program, visit www.Hannaford.com/Dietitians.  

Zaandam, the Netherlands, 29 November 2022 – Ahold Delhaize today announces the update of its interim CO2 emissions reduction target for its entire value chain (scope 3) to at least 37% by 2030, and to become net-zero by 2050. For its own operations (scope 1 and 2), the company remains committed to become net-zero by 2040 with an interim target of a 50% reduction by 2030. With this updated scope 3 interim target, Ahold Delhaize aims to achieve the decarbonization of its entire value chain and ensures that all of its climate targets are in line with the UN's goal of keeping global warming below 1.5°C.  

The updated interim target is aligned with the Science Based Targets initiative’s Net-Zero Standard. In accordance with the recommendation by the Science Based Targets initiative, Ahold Delhaize is using its latest available emission profile from 2020 as baseline for its 37% 2030 reduction target, updated from a 2018 baseline before. In November 2021 the company joined the Business Ambition for 1.5°C, a global coalition of UN agencies, business and industry leaders, in partnership with the Science Based Targets initiative (SBTi) and the UN led campaign ‘Race to Zero’. The update today is part of the annual climate reporting cycle as per the Business Ambition agreements. 

Decarbonization pathway 

Whereas scopes 1 and 2 involve the CO2 emissions of Ahold Delhaize’s own operations (mainly consisting of energy, refrigeration systems, and owned and leased transport), scope 3 represents the indirect CO2 emissions across our entire value chain. This value chain consists of thousands of suppliers, producers and farmers who supply hundreds of thousands of products that are sold to millions of customers across the United States and Europe each day.  

Jan Ernst de Groot, Chief Sustainability Officer of Ahold Delhaize: “As a group of mainstream supermarkets and retailers, we want to provide customers with sustainable and healthy products, while keeping shelf availability and affordability top of mind. Our commitment is to future generations, to continue to play a leading role in the transition to a more sustainable food system. We are proud of frontrunners like Albert Heijn, who inspire other brands within the Ahold Delhaize group – and the sector - to take sustainability performance to the next level in their market.” 

The updated interim target is the result of extensive review, which started in November 2021 together with external experts. This review shows that the main drivers of emission reduction in scope 3 can be structured in three categories: suppliers and farmers, low-carbon products and customer engagement.  

Suppliers and farmers 

A key element of our decarbonization efforts is encouraging and supporting our suppliers in setting their own emission reduction targets in line with the latest scientific evidence, and signing up to the Science Based Targets initiative. These emission reduction commitments will accelerate improvements in livestock farming, raw material sourcing, deforestation reduction, processing, food waste reduction, packaging and transport. Our brands can contribute by supporting their suppliers and farmers with concrete environmental actions. They can do this, for example, by setting up long-term contracts with farmers. 

Low-carbon products 

Several of Ahold Delhaize’s brands continue to introduce more plant-based protein products in their assortments, driving the improvement of existing assortments and the development of new assortments with less embedded emissions. Our Dutch local brand Albert Heijn, for example, committed to achieve a distribution of 60% plant-based and 40% animal-based protein sales by 2030. All our brands in Europe will commit to baseline their current protein ratio and set protein ratio targets by the end of 2024. 

Customer engagement 

Helping customers understand the impact of their buying decisions and make choices that fit their needs, their tastes and their values is an important part of our approach. This includes stimulating and rewarding more sustainable choices through loyalty programs and discounts, increasing product transparency through navigation systems and product labelling, improving assortments with more vegan and vegetarian products, and increasing awareness and knowledge about a healthy lifestyle.  

As a result of this new target the Ahold Delhaize climate plan has been updated, and is available on the corporate website.

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To recognize this special and important time of year, our brands arranged several initiatives such as hosting live cooking events; sponsoring block parties; arranging store and facility food samples so associates and customers could experience a taste of unique flavors from Hispanic cultures; creating web pages that showcased vendors and recipes to inspire meal plans, while teaching customers more about the cultures that inspired the food; trivia questions; several speaking opportunities and many associate stories that evoke both pride and resilience. 
 
Below, some Hannaford associates shared brave and honest responses when they were asked, what does National Hispanic Heritage Month (NHHM) mean to you?

Franca Cassinari Associate Relations Manager: NHHM is important to me because it speaks to me. The tradition, the culture, the food are the things my parents passed on to me—breaking bread with people, getting to know them over food or even coffee. That is so important to do. Hannaford does a great job celebrating our cultural differences by allowing us to have conversations with people while sharing our traditions, views and ideas. As an associate relations manager, I pay attention to how people celebrate holidays with their traditions; it really speaks to what’s important to them.

Olhae Cosh, Regional Marketing Specialist, Mosaic BRG Co-Chair: NHHM means teaching my kids to love their tanned skin. I tell them the sun loves them so much that it can’t stop kissing them. It means reading books that reaffirm the beauty of curly, brown hair. It means my kids walking into the kitchen as I just finished adding sofrito to the pot. Hispanic culture and the Spanish language are beautiful and warm and kind and colorful. NHHM is a great opportunity to incorporate new learnings, new books, new role models and new music.

Roberto Diaz Hernandez, Hannaford Store Manager: Celebrating our Latin heritage is very important to me because I was born in Puerto Rico where we are very committed to each other and our community. I hope National Hispanic Heritage Month gives our associates the opportunity to learn more about our diverse culture and the loving people we are, and how compassionate and caring we are.

“We believe transparency brings both accountability and change, and we recognize the important role we play as a local retailer and essential service in our communities,” said Ira Kress, President of Giant Food. “We’re committed to publishing our work and progress as we strive to continue to improve every day and serve as a positive presence and leader for our associates, customers and partners across each of the communities we are privileged to serve.” 

Within the report are details of Giant’s initiatives in serving its customers, associates and communities throughout 2021. Highlights from the report include: 

Better Neighbor 

• 4,600,288 pounds of food donated to communities through Giant’s Feeding America food bank partners 
• $1.25 million donated to the USO of Metropolitan Washington-Baltimore through a combined effort of Giant and its customers to support local service members and their families 
• $2.29 million raised through the Annual Pediatric Cancer Fundraising Program benefitting The Children’s Cancer Foundation and Johns Hopkins Oncology Department 
• $300,000 donated to local organizations working to eliminate race, ethnic, gender, health and economic disparities 
• $2 million pledged through the Giant Family Foundation to communities facing severe economic and health inequalities 
• 900 participants impacted by the growth of the Produce Rx Nutrition Incentive Program, in partnership with DC Greens to provide healthy fruits and veggies 
• 3.9 million plastic bags saved from landfills and 102,400 meals provided to local nonprofits through the Giant Bags4Cause fundraising program 

Better Place to Shop 

• Over 1,100 classes, store tours and community events offered by the Giant Healthy Living team 
• Over 38,000 individuals reached through nutrition education efforts 
• Over 1 million vaccines administered, including COVID-19 vaccines and boosters to community members at 152 Giant Pharmacy locations as well as through mobile vaccine clinics 
• Continued to spotlight 218 diverse suppliers offering over 3,100 products to Giant customers 
• Grew local vendor partnerships to over 200, partnered with more than 50 local farms, to offer over 800 local products and growing 
• Launched a local aisle online at giantfood.com featuring a collection of local offerings including over 70 unique online exclusive items 
• Launched online SNAP benefits allowing customers to pay for grocery delivery or pickup orders with an EBT card 

Better Place to Work 

• Named one of The Washington Post’s Top Places to Work 2021 
• Earned 100% on the Human Rights Campaign’s Corporate Equality Index for the third consecutive year for efforts in LGBTQ+ workplace equality 
• Offered associate engagement in Business Resource Groups including Pride, THRIVE, Giant Veterans, Women’s Inclusive Network, Corporate Council and Young Professionals 
• $130,000 in scholarships and grants awarded to 40 associates 
• #HealthyAtWork program offered to associates led by over 160 Healthy Living Ambassadors 
• Celebrated top performing leadership members and associates through 73 Presidential Awards for Top Values in motion winners, two Top Women in Grocery award recipients and 11 Women of Influencer winners 

For more information, view the full Better Neighbor Report here.  

As Pride Month wraps up, we learnt how not only our brands in the U.S. celebrated Pride Month but how our European brands also recognize the LGBTQ+ community. Below are just a few initiatives... 

•  Several of our brands sponsored Pride parades throughout their markets where associates – both from the LGBTQ+ community and allies – were encouraged to participate in the fun and show their pride.  
• Brands shared guides for the use of inclusive language to avoid selecting words that risk being attributed as bias or discrimination. 
• Several brands’ Business Resource Groups and Diversity & Inclusion teams organized panels and discussions on topics such as what it means to be seen in the LBGTQ+ community. These discussions gave participants the opportunity to actively engage, listen, inquire, share, and learn together. 
• Pride celebration playlists, Microsoft Teams backgrounds and associate stories were also shared internally across the brands. 
   

Learn more about Ahold Delhaize’s diversity and inclusion ambitions here. 

"The reading level of children can drop significantly during the summer holidays," says Aicha Fachtala, director of Al Hambra primary school in Utrecht. "We see this happen a lot with children who do not have enough resources and support at home to keep reading. While the importance of good reading skills is invaluable: children explore the world around them, have fun, increase their vocabulary and have access to the other subjects at school. With the Letterpretpakket full of stories and puzzles, a child is unconsciously occupied with language, which helps to keep the reading level up. It is therefore extremely valuable that bol.com is making the packages available to school children." 

More reading during the summer holidays 

Many children who do not or hardly read during the summer holidays, fall back one or two AVI levels in their reading development. With the Letterpretpakketten bol.com bollebozen tries to reduce the learning gap through the summer holidays. Last year, bol.com bollebozen also dedicated itself to the reading skills of children with two activity books during the summer months.  

Annet Scheermeijer, Director of Books at bol.com: "Bol.com started in 1999 as an online bookstore, so books are still the heart of our business and we want to pass on the joy of reading to children from an early age. With our initiative bol.com bollebozen we want to contribute to equal opportunities for children in the Netherlands and Belgium. We do this together with bol.com colleagues, partners and social organizations. We find this very valuable, because reading is not only fun, it is also enormously important for development. By playing with language, children perform better at school and have a better chance of finding the job of their dreams in the future." 

The Letterpretpakketten are also for sale on bol.com. The donation via the Jeugdeducatiefonds and VoorleesExpress is made possible by the 'buy one, we donate one' principle. Whoever buys a suitcase for their own child thus contributes to the donation to children in Dutch primary schools and among families who do not have the means to buy one themselves. 

Equal chances for every child 

Bol.com bollebozen gets the help of VoorleesExpress and the Jeugdeducatiefonds to distribute the Letterpretpakketten among children with less chances. The Jeugdeducatiefonds helps to increase the developmental opportunities of children. Where lack of money is an obstacle to development, primary schools where more than half of the pupils grow up in poverty, can appeal to the Jeugdeducatiefonds. In this way, all children have the opportunity to participate. "Books help improve reading skills, but can also make you look at life differently or secretly dream away. Thanks to the Letterpretpakketten from bol.com bollebozen we can now make this possible for thousands of children who hardly have any books at home," says Hans Spekman, director of the Jeugdeducatiefonds. 

What is in a Letterpretpakket? 

There are suitcases for two age categories, from 4 to 6 years and from 7 to 9 years, with the theme "Adventure". The suitcase contains books, such as Stinkhond in Paris or an Encanto activity book, coloring pencils, a postcard set, a personal passport to color in and boarding passes to go on an adventure.  

About the Jeugdeducatiefonds 

The Jeugdeducatiefonds helps to increase children's chances of development. Where lack of money is an obstacle to development, primary schools where more than half of the pupils grow up in poverty can appeal to the Youth Education Fund. This way, all children have the opportunity to participate. Applications for the Youth Education Fund are made via the primary school, because it is there that the talents and possibilities of the children are best understood. The fund reimburses support such as homework supervision, children's coaching and applications focused on language and reading. 

About Stichting VoorleesExpress 

Stichting VoorleesExpress supports libraries and welfare organizations to implement the VoorleesExpress. Through the VoorleesExpress 6,000 volunteers are deployed annually to work at home with children who have difficulties with language, on language and reading. A volunteer comes along for 20 weeks and shows children and parents how much fun language can be. The VoorleesExpress is committed to ensuring that every child grows up in a stimulating environment rich in language. 

About bol.com bollebozen 

Bollebozen is an initiative of bol.com. We believe that all children deserve equal opportunities, and we like to contribute to that. By communicating and stimulating the pleasure of reading and stories. And also by helping them develop their digital skills. Through a range of initiatives, we are committed to providing every child with a good story with a happy ending. 

Read the full interview below.   

 

What does Juneteenth mean to you and what does the day recognize? 

Juneteenth is the federal holiday in the United States that officially commemorates the end of slavery as an institution in this country. Although Abraham Lincoln initiated the Emancipation Proclamation in 1863, slavery did not end in this country until two years later in 1865. This holiday brings the ability for African Americans and its descendants to remember our past and never forget the struggle of our ancestors and their contributions towards making America what it is today for everyone. 

 

How is FreshDirect honoring Juneteenth? Internally and within the community?
 

This year FreshDirect is honoring Juneteenth by participating in two events. We are partnering with the Museum of Food and Drink (MOFAD) and the Association for a Better New York, one of NYC's leading business organizations, for a daylong celebration that commemorates Juneteenth through art, culture, music, and food. Additionally on Sunday June 20th, FreshDirect is partnering with a nonprofit organization, the Brooklyn Bank, to co-sponsor a Black economic wealth conversation at the historic Kings Theater in Brooklyn, New York. 
  

Juneteenth is an important example for advocating change. How is FreshDirect moving towards a more equitable future with racial equality and inclusion?  

FreshDirect is proud of its role as a progressive brand that constantly looks to push the agenda for racial equity and inclusion forward. FreshDirect is a “majority minority” brand, meaning that the majority of our employees are people of color. That is a tremendous step towards equality.    

This week we held an LGBTQ+ panel discussion featuring employees who shared their stories as people of color, and the challenges they face on a daily basis. The willingness of FreshDirect and its leadership to provide a safe space for individuals to speak freely is an extraordinary triumph, and our panel discussion was well received.  

Additionally, FreshDirect programming and its outreach methods that are led by this office (Public Affairs) are targeted to individuals of all backgrounds, serving as a unifying force for individuals to come together under the spirit of food. 

 

Do you have any other comments to share about Juneteenth?  

While Juneteenth is a day of commemoration and for some a day of celebration, we must not lose sight of the fact that the struggles that people of color face continue to persist in America and beyond. I hope that many of you who are not familiar with Juneteenth take a moment of somber reflection to understand that which binds all of us. What binds all of us together is the common pursuit of fairness, equality, and love for one another that comes from a much higher place. My hope is that you will find the time to contribute towards the betterment of another. Through the struggles of our ancestors – using Juneteenth as the catalyst - we can all work to make the world a much happier, pleasant, and safer place.  

Larry Scott Blackmon leads community and government relations, and serves as FreshDirect’s main driver for Diversity, Equity, and Inclusion initiatives. He also holds an executive certificate from Northwestern University having completed its rigorous Diversity Equity and Inclusion program. 

This year, Hannaford is once again supporting more than 10 Pride events across its Northeast market area which includes Portland, Maine; Albany, New York; Burlington, Vermont; and Bangor, Maine. The brand expects hundreds of retail associates to join these events where all associates will represent Hannaford with this year's LOVE t-shirt featuring its signature rainbow design and Human Rights Campaign Corporate Equality Index logo. In fact, Hannaford has received a 100% score for the Human Rights Campaign Foundation’s 2022 Corporate Equality Index (CEI) for eleven years in a row. 

Further to Hannaford’s support of Pride events, the brand is making more internal efforts to support its LGBTQ+ and ally associates – including support for chosen pronouns on name tags and the new simple process to make a name change in their HR and payroll systems. Hannaford and its product partners are also donating over $75,000 to LGBTQ+ organizations in its local communities and the business is spotlighting Peanut Butter & Co. and Love Good Fats, which are both majority-owned by LGBTQ+ individuals. It’s also working to bring more diverse-owned businesses and suppliers to its stores.  

Last and certainly not least, five inspiring Hannaford associates from the LGBTQ+ community, shared their own personal stories of working at Hannaford. These videos which proudly represent pride, dignity, authenticity, courage and acceptance, truly speak for themselves and represent why Hannaford is an employer of choice for the LGBTQ+ community.

Check out each of these videos by Angel Weiderman, Patrick Perkins, Jessica Cuchi, Fitzgerald Taylor, and Jodie-Lynne Devine.  
 

Stop & Shop’s New York City stores will also have a renewed focus on value, offering more sale bins and special values on relevant products. Stop & Shop is also the first retailer in New York City’s five boroughs to offer Flashfood, which gives customers access to fresh produce, meat, dairy, bakery and other items nearing their best-by date at discounts up to 50% off. The mobile app not only helps regular shoppers save over $500 a year on their grocery bills, it furthers Stop & Shop’s commitment to reduce food waste by 50% by 2030. Flashfood launched at the Bay Plaza store on June 10 and will expand to other New York stores later this year. 

The company is also making a significant investment in the community outside its stores with a $1 million pledge to fight food insecurity across the boroughs this year. A decades’ long partner of Food Bank for New York City, Stop & Shop will once again be sponsoring the food bank’s Mobile Pantry – an eight-week-long distribution of fresh produce and pantry staples that will kick off on June 24. It is also expanding the Stop & Shop School Food Pantry Program in the boroughs. The program was established to help limit barriers impacting students’ ability to succeed in the classroom by making sure that they have consistent access to food. By year-end, Stop & Shop will support more than 30 in-school pantries across NYC. 

“We’re proud to make such a significant investment in New York City, and we’re excited to show customers that we can be the one-stop shop for everything they need and that we’re delivering great value, particularly in this current economic environment,” said Gordon Reid, Brand President of Stop & Shop.  

Diverse neighborhoods 

At the center of Stop & Shop’s enhancements to its NYC stores is a significantly expanded assortment from around the globe to better meet the needs of the diverse neighbors it serves. The Bay Plaza store in the Bronx, for example, will feature a new ‘Global Market’ with authentic products from 14 different regions tailored to its neighbors and for those looking for unique products for globally inspired cooking. The Global Market will include a wide array of West Indian & Caribbean products, including items specific to Puerto Rico, the Dominican Republic, and Jamaica, plus Halal meat, dairy, and grocery items. As part of the Maspeth, Queens, remodel, Stop & Shop will expand its Chinese and South American offerings, and Sheepshead Bay customers will enjoy more Eastern European and Kosher foods. Additionally, stores will also offer hundreds of items locally made in the New York Metro area including West African fonio chips from NYC-based Yolélé and Mike’s Amazing® vegetable oils and mayonnaise.  

Stop & Shop began operating in New York City more than two decades ago and currently operates 25 stores in the Bronx, Brooklyn, Queens, and Staten Island – and home delivery in all five boroughs. Stop & Shop employs more than 3,300 associates in the city. Overall, it operates over 400 stores throughout Connecticut, Massachusetts, New Jersey, New York and Rhode Island. 

Our Ahold Delhaize U.S. brands have been recognized as a Best Place to Work for LGBTQ+ Equality. And our brands earned perfect scores on the Human Rights Campaign Foundation’s 2022 Corporate Equality Index (CEI), a benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. We believe in a workplace that reflects our values, where all associates are respected, and where they can show their full talent – no matter how they identify themselves, who they love or how they like to dress. We’re proud of all our colleagues.   

In honor of Pride Month this June, we got to learn how our great local U.S. brands are celebrating and advocating this time of year. First up is Giant Food...

The Giant Food team is excited to be a part of what is expected to be one of the largest Pride parades to ever take place in the U.S. capital, Washington DC. They’ve been waiting three years for this day – and the parade is set to be bigger and better than ever this year! Giant Food donated $15,000 to the Capital Pride Alliance to be a sponsor and participate. The brand will have a Vintage Giant truck and a Giant Deliver’s truck and van in the parade, along with around 100 associates handing out water, cooling towels and limited-edition Pride Oreo packaging, and will provide a board of positive messages for the community to sign and fill out.

The brand’s Pride Business Resource Group (BRG) has also planned fun initiatives as part of Pride Month. During June, store associates can wear their Pride shirts to show support for the LGBTQ+ community. And the BRG will hold a contest in the stores where field specialists judge the best Pride merchandising, showcasing LGBT-owned and Pride-packaged products.  Additionally, the Pride BRG and THRIVE People of Color BRG will be celebrating Pride and Juneteenth by playing trivia to learn and understand the origins of these events and their history on June 16^th with associates.

To further support the LGBTQ+ community, Giant Food will match a $12,500 Procter & Gamble (P&G) donation to the “Can’t Cancel Pride 2022 – Proud AND Together” fundraiser, for a total donation of $25,000. Celebrating visibility and inclusivity, this event, put on by iHeartRadio and P&G, will look back on “The Year in Pride,” with performances and appearances from the most influential voices in the LGBTQ+ community and the biggest names in culture and entertainment. It will stream on iHeartRadio’s TikTok, YouTube, Facebook pages, iHeartRadio’s PrideRadio.com and Revry on June 14.

Stay tuned to see how some of our other brands celebrate!

The Human Rights Report 2022 provides an update on efforts to ensure human rights are respected, both within Ahold Delhaize and the brands and across the supply chains they rely on. Following the global due diligence process finalized in 2020, Ahold Delhaize implemented a methodology to help each of the brands assess the human rights impacts in its own operations and supply chains. In addition to implementing this methodology, each brand or region also conducted a supply chain risk assessment. This report highlights examples of the brands’ great work, such as Albert Heijn recently publishing a report on its approach to human rights due diligence and Ahold Delhaize USA engaging Business for Social Responsibility to conduct a human rights assessment.  

In 2020, Ahold Delhaize shared an overview of its salient issues, including six priority issues: i) health & safety, ii) compensation, iii) freedom of association, iv) women's rights, v) forced labor and vi) discrimination & harassment. Another issue the brands consistently prioritize is child labor. The present report includes 27 case studies that highlight relevant programs and partnerships on each of the salient issues, including Alfa Beta’s SHARE Equality label, Food Lion Feeds and the partnership between Albert Heijn, Delhaize Belgium and IDH The Sustainable Trade Initiative in the Sustainability Initiative Fruit and Vegetables.

The Human Rights Report 2022 also gives an update on Ahold Delhaize’s global governance of human rights and progress on key programs in its own operations, including the diversity and inclusion aspiration to achieve 100% gender balance at all levels, to be 100% reflective of the markets the brands serve, and to strive for 100% inclusion. The report shares how the company provides access to remedy through Speak Up lines and engages with stakeholders through its associate engagement survey and relevant partnerships.  

Frans Muller, President and CEO of Ahold Delhaize said, “We believe that it is our responsibility to respect human rights. By stepping up on our commitments, we aim to contribute to a more equitable society that also recognizes and respects human rights. Over the past two years, our brands have made significant progress on our Roadmap on Human Rights. The brands are the driving force of our business and the case studies in this report demonstrate their dedication to advancing our efforts on topics such as diversity and inclusion, health, sustainability and human rights. As we progress, we will continue to learn and grow so that we can make meaningful contributions to human rights in our brands’ operations, supply chains and communities.”  

More work needs to be done, and the implementation of the Roadmap is a process of continuous improvement. Ahold Delhaize will continue to demonstrate progress on its Roadmap and report publicly and transparently on its human rights commitments to external stakeholders and against relevant benchmarks in its annual reports.  

The next steps on our Roadmap on Human Rights:

More information on the Human Rights Report 2022 and the updated Position on Human Rights can be found here. The Ahold Delhaize team welcomes feedback and input on this Report and its Roadmap. Please send any comments or questions to ethics@aholddelhaize.com.  

Download Human Rights Report and Position on Human Rights

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Food businesses founded by immigrants or children of immigrants from Asia and the Pacific Islands have been booming for years. They proudly sell items rooted in and inspired by their heritage, like jars of chili oil, spice blends, frozen dumplings, kimchi, imported coffee beans and teas, and ice cream. And several of Ahold Delhaize’s U.S. brands have had the pleasure to sell them – and there’s more than food and beverages, there are beauty products too.  

To learn more about supplier diversity and Asian-owned brands in particular, we had the opportunity to speak with Kate Weaver, Supplier Diversity Manager at Peapod Digital Labs. 

“While it’s always worth supporting Asian-owned brands, during this month is an especially great time to support them—and the community at large. In the same vein as ‘voting with your wallet’, shopping from Asian-owned companies is an impactful way to make a difference in this community.” Said Kate.  

How supplier diversity increases opportunity for all suppliers 

Kate comments that too often, diverse-owned suppliers are overlooked for procurement opportunities. To level the business playing field, retailers such as Ahold Delhaize’s brands, have specific programs or initiatives that help their purchasing decision makers make connections with these traditionally underserved businesses. Beyond providing more equitable opportunities, supplier diversity commitments are beneficial for a business’ bottom line. Working with diverse-owned suppliers widens the pool of available channels, increases competition and can also generate new innovations, services or products. 

Building a more diverse and equitable marketplace to drive business performance 

Within Ahold Delhaize’s global diversity, equity and inclusion (DEI) commitments, inclusive marketplace growth is one of the key pillars which supplier diversity directly relates to. A few Ahold Delhaize U.S. brands also have marketplace and supplier diversity as one of the core pillars of their DEI strategies. Kate mentions that we must remember that when we are speaking about DEI within the context of retail, it is a 3-legged stool:  the diversity of our associates (workforce), the diversity of our customers (workplace) and the diversity of our Suppliers (marketplace). The marketplace perspective – bringing the customer and community into the strategy – is often overlooked and is a powerful way to connect diversity and inclusion to the business case, and drive business performance. 

May 17 was specifically chosen to commemorate the World Health Organization’s decision in 1990 to declassify homosexuality as a mental disorder.  

Therefore, today represents a major global annual event to draw the attention of decision makers to the alarming situation faced by people with diverse sexual orientations, gender identities or expressions, and sex characteristics. At Ahold Delhaize, we believe that, as retailers playing a significant role in society, we have a responsibility to set the right example and help dismantle structures that systematically disadvantage some and advantage others. We believe in and practice promoting inclusion, compassion and an end to all forms of discrimination – every day. We do not tolerate any form of discrimination.  

To understand the importance of today, we had the opportunity to speak to Luuk Hoekx, Specialist Capacity at Albert Heijn. Luuk was willing to share his experiences with discrimination and what it means to him. Read how Luuk has faced and courageously handled discrimination in his life below and how he contributed to founding Ahold Delhaize Pride – alongside his colleagues Bart Vermeulen, Sven Bentum and Frits Kesting. 

''During my time in high school, I faced a lot of discrimination because of my sexuality that often led to bullying. Although I shared my experiences with my teachers and the school board, they did not provide me with the appropriate support I needed. Being the only person in high school that openly explored their sexuality was tough and that reality continues to impact my life. It contributed to my feelings of worthlessness and led to a period full of personal struggles. 

These days, I’m stronger than ever before and I embrace all parts of my identity. A couple of years ago I joined the board of the Homomonument in Amsterdam, the first monument in the world for all LGBTQI+ people who are persecuted or are faced with violence. I think it's important that we continue to stand up for our rights, but also celebrate our freedoms! The Homomonument is about commemorating our past and celebrating our future. 

I still remember the day I came to work with nail polish on, as well as the day I hung the rainbow flag during Pride. Although I received a lot of questions and funny looks – maybe seeing something outside the box is all it takes to start a conversation and in this case it did! I was able to have fruitful discussions with my colleagues and I was able to help found Ahold Delhaize Pride. I hope to be able to talk more often with other colleagues about these subjects. I would like to advocate for LGBTQI+ rights, but above all I think it is important that everyone feels safe and comfortable at work. 

Looking back at my own experiences and struggles, my dream is to help our young colleagues to immediately feel safe and welcome at Ahold Delhaize and our great local brands. Let’s celebrate the future!''

Ahold Delhaize completely supports Luuk’s actions and wishes and encourages all associates to step up if they witness discrimination at work. Everyone deserves the freedom and safety to be able to be themselves, anywhere at all times. We have various resources available to do this, including but not limited to our Speak Up Line or initiating a conversation with a manager or a confidant at work.  

Ahold Delhaize and our great local brands are committed to diversity, equity and inclusion with ongoing efforts to create a world free of bias, stereotypes, and discrimination. It is a topic that is part of the Ahold Delhaize DNA and comes to life in our values of courage, integrity, and care.  

Hannaford 
Hannaford supports young people living with a neurodiverse diagnosis by encouraging independent living and job readiness skills. In order to provide a real-life experience in grocery shopping, Hannaford Supermarkets donated grocery shelving and a checkout station, complete with conveyor belt and bagging area to the Maine Behavioral Healthcare’s Glickman Lauder Center of Excellence in Autism and Developmental Disorders (GLCOE).  

The dedicated grocery training area is a 28,000 square foot innovative facility that opened in August 2021. In addition to outpatient treatment for all ages, the center includes a life-skills room with a grocery shopping station as well as special chairs for practice with getting haircuts, dental care and health care. 

“These are more than just nice activities – if a person is unable to do these things it can result in serious problems, such as feeling overwhelmed in the grocery checkout line, a dentist’s chair, or in a doctor’s office.  We are thrilled to have this resource to provide practice in these key life experiences,” said Dr. Matthew Siegel, vice president of medical affairs for autism and developmental disorders 

“Going to the grocery store is being part of the community, so we are proud to partner with the Glickman Lauder Center (GLCOE) in helping neurodiverse members of our community develop new skills related to the shopping experience,” said Eric Blom, Hannaford spokesman. “We are so thankful for the work being done at the Center every day to help people with autism and developmental disorders lead full, rich lives.” 

Hannaford also supports associate initiatives such as Chris Heel's annual autism fundraiser. Chris started a 5K walk to benefit the Autism Society of Maine (ASM) when he was high school student. What started off as a senior year project has now turned into an annual event on Mount Desert Island. Since Chris started his "senior project", he has raised over $30,000 to help support nonprofits including the ASM. 
 

Stop & Shop  
Stop & Shop honored Autism Awareness Month and promoted acceptance for the condition that occurs in one out of every 44 children in the U.S. SVP Human Resources, Maria Silvestri, wrote a personal message to associates, sharing some of her experience as a grandmother of a neurodiverse child who is living with an Autism Spectrum Diagnosis, and invited associates to virtual events during the month, presented by the United Nations and the NIH (National Institute of Mental Health), and the OARC (Office of Autism Research Coordination), to increase their own awareness, acceptance and inclusion. 
 

Mega Image 
The Urban Garden project, developed by CONIL Before & After-school Center for children living with autism, is supported by Mega Image through their “Project of Today for Tomorrow” 2021 program. On April 5, children living with a disability had the opportunity to plant flowers, vegetables and fruits in an urban garden with the help of teachers and Mega Image representatives. The objective is to support and promote healthy eating for children, and to also provide learning and recreative activities in a therapeutic way. 

As Diversity Month is recognized during May in Europe, Mega Image will also raise awareness of diversity and inclusion via its strong involvement in a number of initiatives. This includes helping displaced Ukrainian people integrate into life in Romania by welcoming them into Mega Image’s community and providing employment opportunities in its warehouses, headquarters or 900+ stores. Moreover, associates are offered the opportunity to support social causes, through Mega Image’s internal volunteering program, 12 Acts of kindness. 

Mega Image will also continue its online series of events, Community Talks, with a new edition focused on “Pandemic vs War: The impact of social context on women”. Ileana Alexandru, HR VP; representatives of She is Mom digital platform; and a psychologist will discuss the topic. Furthermore, Mega Image will support the Lead Network community by joining its “Breaking the Biases” event, where Ileana Alexandru, HR VP, will join as a guest speaker. 

The Giant Company  
As part of Diversity Month in the U.S. The GIANT Company honored Autism acceptance by focusing on their commitment to building a culture of acceptance and inclusion. This month and every month, The GIANT Company strives to break down all physical, intellectual, and sensory barriers so that all people, including individuals with autism, can reach their fullest potential, regardless of their unique strengths and challenges. 

Throughout April, team members were encouraged to wear Autism Acceptance pins provided by The GIANT Company to foster inclusion and were also encouraged to wear blue on World Autism Awareness Day. Stories and experiences of team members with autism were also shared throughout the month and vendor partner Popcorn for the People was recognized for its efforts to create meaningful employment for individuals with Autism and other spectrum diagnoses. The GIANT Company’s DE&I Team and BARRIER FREE Business Resource Group also hosted a virtual event for team members called “From Awareness to Acceptance” to build a better understanding and embrace everyone's differences. 

Additionally, The GIANT Company also supported community events with the shared vision of celebrating diversity, building equity and promoting inclusion, including the local YWCA Race Against Racism and 21-Day Racial Equity and Social Justice Challenge, Race for Resources for Autism Cares Foundation of Bucks County, Pennsylvania, the Kinney Walk/Run for Autism, and an Autism Awareness Luncheon in Philadelphia.   

Giant Food 
Giant Food recognizes and celebrates neurodiversity in various ways, and it is committed to breaking down barriers to allow all people to succeed. Below are just some examples on how Giant Food is committed to this. 

Giant Food stores partner with their local schools to provide “on-the-job” experience with the assistance of a job coach to students with disabilities. Students are hired and paid for several hours each week learning general tasks that help them build customer service and teamwork skills that are useful for any future career of their choice. Through these programs Giant Food has hired many associates with disabilities, creating a better diverse and inclusive company culture.  

For many years, Giant Food has been a sponsor of the Quality Trust for Individuals with Disabilities. This is an independent, non-profit advocacy organization focused on improving the lives of children and adults with disabilities and their families in the District of Columbia and beyond. In 2021, Giant Food sponsored the Quality Trust “Back Together Luncheon,” an opportunity for their staff, supporters, and stakeholders and specifically the people with developmental disabilities they support; who have said they are experiencing depression as they have had to isolate for over a year and a half and want to be with people. 

During Autism Acceptance month throughout April, Giant Food associates also showed their support and acceptance of the Autism community by wearing red while working in stores, distribution centers, delivery centers and the office.

Delhaize Serbia  
Honoring Diversity Month, Delhaize Serbia is spotlighting its collaboration with the Creative and Educational Center (CEC), an organization focused on the inclusion of persons living with a mental or intellectual disability through a range of programs, initiatives and partnerships. These initiatives allow people living with a neurodiverse diagnosis to improve their quality of life, provide preparation for an independent life, social inclusion, future employment, as well as raising awareness to the general population and breaking prejudice.  

One of the most successful initiatives between CEC and Delhaize Serbia is its work-ready program. Participants of the program learn about store processes and gain experience across the stores in Belgrade, three times a week for one hour. This program has been successful not just for enhancing inclusion, but for also building awareness and a better understanding of neurodiverse diagnoses among associates and customers. This year, the program will be renewed for a 10th time and soon a new group of participants will take part in the program across Delhaize Serbia stores. 

Entering a field that she did not set out to end up in when she began her studies, is Marije Costerus. One of Ahold Delhaize’s very own, very talented former trainees who transferred into our ICT department to explore if there would be a match. And what a match it is… 

Hi Marije, could you tell us a little bit about yourself? 
Hello! Of course, let me start by telling you how my career journey started over 16 years ago, when my sister got me a job at the Albert Heijn store she was working at. During my Business Administration studies at the VU (Vrije Universiteit Amsterdam), I continued to work at Albert Heijn stores as a Team Lead. Fast forward to today, I am now a Business Analyst for Ahold Delhaize at our Global Support Office, better known as GSO. Although my studies do set you up for a broad range of careers, I did not know I would end up in IT when I started my studies. Along the way I figured out I love strategy, but I also get a lot of energy from adding a bit more creative elements. This is how I ended up doing an economic Master’s in Marketing. Still no IT in sight, right? Along came the Retail Management Traineeship that I did and where I started as a concept manager. 

When did you start working on IT related projects? 
I developed various store solutions like the moveable display that was in stores during Easter time. There are 3000 of these displays in Dutch Albert Heijn stores and they appear about four times per year for special occasions. This was my very own project, so I still get a little excited when I see them. Back then some of my colleagues also worked on the electronic shelf labels and I remember thinking how cool and innovative their projects were. I realized I wanted to broaden my horizon, so in my third year of the traineeship, I transferred to the GSO tech department. At the time it was pretty challenging since I wasn’t necessarily trained in tech. However, I am, not afraid of a challenge and I like gaining new knowledge so my manager took a chance on me, and I soon realized this is where I am meant to be – in tech! 

Can you tell us a bit about the work you currently do? 
Although my official job title is Business Analyst, I would describe my role as more as an adoption and implementation specialist of tech solutions. On a daily basis I am the scrum master of the team, and I am part of the user experience team. We work on such a broad range of projects, from the integration of the M365 suite for HQ and stores, to building a film studio for the board to support their hybrid way of working. Currently, we are working with a very impressive tool called Synthesia, where Artificial Intelligence allows us to create videos with lifelike people, it’s very exciting to be a part of these innovative projects. 

We pay attention to days like this one to promote ICT amongst young women. How would you describe the current representation in your field?
Hmm. I would say it is still a male-dominated group when you look at the department, but we are definitely growing in the right direction. Our collaboration team is divided into three sub-teams, the technical team, the Power Platform team and the UX team. For the latter, we have a 50/50 balance I would say. For the other two teams, the girls are still a minority. So, when we bring on internal or external members, we consciously assess who the best candidate is, and we try to be aware of improving the balance. 

How could we attract more girls for this field? The stereotype of working in tech might have something to do with requiring long beards and funny t-shirts. How do you see this?
Haha! Many of my friends are ‘real’ techies, which does sometimes involve long beards and odd t-shirts. But I must say, nowadays there is so much more to the tech department. The stereotype of people hiding in their offices and not seeing any daylight is definitely outdated. Within tech we all work in an agile way and for me, the work that I currently do requires well-established organizational and people skills. It also involves a lot that I learned during my masters and is also sometimes heavily focused on psychology. Helping people get used to a new tool can be tricky, most people are not necessarily enthusiastic about change. So, figuring out how to assist in this process, provides a whole different challenge. It really makes my work diverse and challenging.

So, what would you say to anyone considering a career in tech?
Definitely go for it. Tech is the future and if you are starting now, you are already ahead of the game. Nowadays ICT departments can be seen as very mature concepts, we cover strategy, innovation, marketing, adoption, communication, the works. Any skills you have or want to develop, you can apply those to a role in tech. There is much more to the tech world than you might assume at first and if you are interested in innovation and tech, ranging from hardcore programming to developing escape rooms to helping people understand how Microsoft Teams works, there is something in it for you. I don’t think I will ever find a team and a manager as great and supportive as this one, so if you are wondering if you would fit in, don’t worry about it. We are just as human as any other team you might find!

As our brands across the U.S recognize and celebrate Diversity Month during April, we had the opportunity to learn more about their great initiatives focused on diversity, equity and inclusion. One such example is The Giant Company’s Diversity Cohort. Learn more about it below!   

Bringing the Diversity Cohort to life 

The GIANT Company aspires to build a culture of inclusion and belonging for all team members, customers, and neighbors where everyone is respected, valued, heard and welcomed just the way they are. In 2020, Regional Director Steve Harfield had big dreams and much success in launching The GIANT Company’s first “Diversity Cohort,” an in-depth training program for store associates, aimed at providing one-of-a-kind development, training, and mentorship opportunities for diverse team members with the potential to fill future leadership positions. The idea of a Diversity Cohort was derived from The GIANT Company’s Compassionate Listening Sessions where all team members gather for a safe place to share ideas and concerns and help build greater inclusion for all. The GIANT Company Diversity Cohort has been extremely successful and has now expanded in more regions.  

Kelsey Sloan, Talent Acquisition Manager, who assisted in developing the program said: “We strive to provide an inclusive environment for team members and customers to work and shop and aim to reflect the diverse communities we serve. In order to fulfill this mission, we need to dedicate time, resources and energy to developing the next level of leaders and need to ensure our leadership of the future is diverse in all aspects. The Diversity Cohort drives our “Be You Team Promise”, to ensure each and every team member has opportunities to grow with our company if desired, and to feel supported and encouraged throughout the journey.” 

What is the program about? 

The goal of the Diversity Cohort is to prioritize and accelerate the development of The GIANT Company’s high-potential, diverse talent. It provides unique opportunities for learning and development, which will allow associates to identify their specific career aspirations and accelerate their journey to reaching these goals. Participants will have the opportunity to share their diverse perspectives and impact the region’s diversity initiative and strategy, by sharing their experiences and ideas.  

The Diversity Cohort program consists of a variety of unique in-depth training opportunities that include the following components:  

• On-the-job training geared toward the next level role within their department;  
• Attend live and virtual training sessions on technical and soft leadership skills;  
• Participate in listening sessions to help the Region advance in their commitment to providing an inclusive workplace for all team members;  
• Attend webinars and other events to learn more and contribute their ideas on diversity, equity and inclusion;  
• Meet with Regional and Executive Leadership.  

Upon completion, participants will have gained a better understanding of The GIANT Company’s commitment to diversity, equity and inclusion and have become well-rounded leaders. Above all, they will have a better understanding of the career pathways and opportunities available to them.  

Several participating team members have already assumed leadership positions in The GIANT Company including department managers, leads and assistant department managers. 

Providing a path to growth and making an impact 

In the first Diversity Cohort, 50% of graduates were promoted during their program while engagement scores in the region beat the brand average! 

Jonathan Houston, program participant and Meat Team Member said: “I finally see what others see in me. I was never sure if I wanted to move up or not, but now I know for certain I do.”  

For The GIANT Company this program is not only a developmental tool for future leaders. It is also a way to make a real impact on both associates and customers, reflecting the diverse communities that it serves. 

“I am excited to contribute to the LEAD Network. For as long as I have been leading teams, whether in Europe or Asia, at Ahold Delhaize, WE Fashion, Gall & Gall, Etos, and Albert Heijn, I have valued the power of diverse and inclusive teams. Being raised with it, I have experienced it as one of the key success factors of high-performing teams. Joining the LEAD Network Advisory Board allows me to continuously learn more about this topic and explore how we can bring the retail industry further along this journey." said Wouter Kolk. 

Natalia Wallenberg, CHRO for Ahold Delhaize shares “I am glad to see my colleague Wouter join the LEAD Network Advisory Board. I know Wouter as a passionate advocate for inclusion and building diverse teams. With his broad knowledge and ample experience, I have no doubt he will be able to provide great strategic guidance to the LEAD Network, and together with Ahold Delhaize and many other members of LEAD Network we hope to continue learning from one another in shaping more inclusive cultures across multiple industries and communities where women can grow and progress according to their aspirations”.  

Frans Muller, CEO Ahold Delhaize, was the original sponsor of the Lead Network CEO Pledge which was introduced in 2017. The CEO Pledge was made to substantially improve gender parity at the Director level and above and calls for leaders to commit to creating truly inclusive cultures, coaching, mentoring, and sponsoring female and diverse employees, building fair and equitable recruiting strategies, reducing bias, and more.   

Learn more about Frans's commitment to diversity and inclusion here.  

Led by RBS President Roger Wheeler, who serves as Chair, and DE&I Manager Valencia Seals, Vice Chair, the council includes representation from each of the company’s Business Resource Groups (BRGs), five at-large members, the RBS leadership team and DE&I Coordinator Carley James, who serves as coordinator of the council. Together, they leverage a wide variety of perspectives to make an impact.   

“At Retail Business Services, we hold ourselves accountable for fostering an environment where all associates feel welcome and know they work for a company where they belong,” Roger said. “In standing up the council, we will further our journey and accelerate action.”  

The group will collaborate over the course of a two-year term to share insights that inform the RBS DE&I journey, identify opportunities to build the culture of belonging and help to create action plans that leverage opportunities and overcome barriers.   

“The DE&I team is excited to partner with this diverse group of individuals to further our progress,” Valencia said. “We’re looking forward to leveraging their unique experiences and insights to inform our DE&I strategy, and we are grateful for their commitment to furthering DE&I at Retail Business Services.”  

Later this spring, RBS will release its second annual DE&I Progress Report, which gives associates a transparent view into how the company is progressing on its DE&I journey, working on a set of defined measures.  

At Ahold Delhaize and across our local brands, we are committed to diversity and inclusion with ongoing efforts to create a world free of bias, stereotypes, and discrimination. It is a topic that is part of the Ahold Delhaize DNA and comes to life in our values of courage, integrity, and care. We strive for a culture of inclusion, where all our associates’ voices are heard, valued, and have equitable access to reach their full potential.  

Natalia Wallenberg, CHRO Ahold Delhaize, mentions: “While I am proud to share that our workforce is currently quite balanced, at 47% men and 53% women, more needs to be done. We haven’t yet achieved our goal of gender balance across all levels, as today we see less women at senior leadership and executive roles. Thus, we need to continue to enable women to grow into leadership and management positions. And we do so by making sure women are heard, encouraged to speak up and share their voices. More concrete examples at Ahold Delhaize include how we drive inclusion at all levels through inclusive leadership training, provide training and development opportunities, balanced slates for recruitment and succession planning, pipeline development with a focus on accelerating underrepresented groups and by having pay parity across all our brands. At the same time, we need to address the ‘confidence gap’, improve our culture of belonging; bring men along the journey and focus on inclusive behaviors like empathy and curiosity.” 

As Ahold Delhaize's brands play a significant and visible role in society, we have a responsibility to set the right example. This is why we aspire to be 100% gender balanced at all levels, to be 100% reflective of the markets we serve (as defined by each local brand), and to strive for 100% inclusion, every day. 

We are proud to support International Women’s Day and this year’s theme, #BreakTheBias, because by breaking the bias we can help build a world that is diverse, equitable and inclusive.   

Check out our video dedicated to International Women’s Day below.  

Hi Mariya! Can you share a little bit about yourself? 

I’m originally from Russia, Siberia, and I am currently a PhD student at the University of Amsterdam (UvA). I started with a bachelor in Linguistics at Novosibirsk State University and soon realized I had a big interest in computer science and mathematics. This led me to a masters’ degree in Artificial Intelligence at KU Leuven and several internships in Switzerland and Belgium. One of these internships focused on linguistic intelligence. We worked on a system that would improve writing. You have spell checkers at most writing applications now, but this system would be able to target instances of racial or gender bias and suggest ways to rewrite this. After that I wanted to pursue this career path through my PhD, which led me to the UvA and AIRLab.  

AIRLab is a research initiative of UvA in collaboration with Ahold Delhaize, can you elaborate a bit about AIRLab and the partnership? 

AIRLab stands for Artificial Intelligence for Retail Lab. Our research takes place at bol.com and Albert Heijn, and it’s an industry lab focused on innovation and conducting research into socially responsible algorithms. To clarify what that entails, imagine being a customer browsing through a web shop. If you are researching which fitness tracker you would like to buy, it would be helpful to see a range of relevant products. If, however, you have made up your mind already, this is not something that would add value for you to see. One of our research projects aims to better understand when to display information like this. But we are also researching robots to support warehouse associates for example. I think this is why AIRLab is a unique and valuable concept, as its the goal to not only do research, but to ensure this research is meaningful in the context of the industry.  

We pay attention to days like this to promote science amongst young women. How would you describe the current representation of women in your field? 

Well, when it comes to academia there’s this infamous ‘leaking pipeline’. In the bachelor phase, the numbers are more or less equal. But as the academic stages progress, men tend to pursue their academic career further than women. The higher on the academic ladder, the less women you come across. Looking at AIRLab, we have a relatively solid gender balance. There’s about 40% women in the lab and we actively try to encourage women and minorities to apply for vacancies. But statistically speaking, on a global scale there’s still a long way to go, especially in computer science.  

What could be a first step towards closing this gap? 

As a society, it is very helpful that we are acknowledging the existence of these biases now. Very often biases that prevent women and minorities to pursue certain career paths start during early childhood. Unintentionally, visions from parents and teachers could go a long way and if you are aware of certain biases, you could actively support boys and girls when they need it. And I am quite positive because this is actually happening right now and we are growing into it. As an example from the business side, at AIRLab we specifically mention in our vacancies that we encourage people from all kinds of backgrounds to apply. Additionally, I think having role models is very important for girls to find their way into science. For me personally, I missed having those. As I progressed in my career, I did find those mentors and it goes a long way to motivate and inspire.   

For girls wanting to go into science, or women thinking about transferring into this field, what would your advice be? 

Well, I would definitely say go for it! I can imagine it to be a big step, but there are these communities for women in STEM (Science, Technology, Engineering and Mathematics), women in machine learning, Artificial Intelligence etcetera. I am part of those communities and it is very empowering to have support from other women experiencing the same. At some point it might feel like you are the only woman in this area but that is definitely not the case and the communities are very open and supportive, providing mentorship and great advice. Don’t be afraid and go for it! 

Can I just say, I am so impressed and inspired by everything! Thank you very much for your time and insights, it has been a pleasure. We would like to wish you luck with all of the current projects and your PhD research, hopefully we’ll get to hear more from you in the future! 

Are you interested in finding support and mentorship for your career in science? There are many communities to be found online and offline, varying from global to country-focused. Two examples are the Girls who Code and the Community for Women in Science. Curious about AIRLab, their work and the possibilities they have to offer? Find out more at their website (https://aiforretail.ai/ )  

The CEI rates companies on detailed criteria falling under four central pillars: 

1. Non-discrimination policies across business entities;  
2. Equitable benefits for LGBTQ+ workers and their families;  
3. Supporting an inclusive culture; and, 
4. Corporate social responsibility. 

The full report is available online at www.hrc.org/cei. 

For this reason, our organization has several initiatives to support the learning and growth of associates as well as supporting learning opportunities for people in the communities we serve. See how we support education through just some of our initiatives below…  

AIRLab  

Ahold Delhaize’s AIRLab (AI for Retail Lab) is an industry-academic collaboration set up to conduct research into artificial intelligence (AI) and robotics. The goal of the AIRLabs based in Amsterdam and Delft in the Netherlands, are to redefine retail through technology. Therefore, the AIRLab teams explore and develop new tech solutions to improve the quality of products and services; attract, develop and retain talent; remain up to date regarding the latest technologies by co-designing them; and contributing to knowledge development on a scientific and societal level. The labs conduct foundational research in close collaboration with academia and provide rapid innovative tech solutions through collaborations with incubators.   
Additionally, since 2018, AIRLab sponsors 12 PhD candidates in two universities: University of Amsterdam (UvA) and the Technical University of Delft (TUD) in the fields of AI technology, Robotics. 

 
Rotterdam Philharmonic Orchestra Academy 

The Rotterdam Philharmonic Orchestra distinguishes itself with its energetic performances, its acclaimed recordings and its innovative audience approach. As part of the journey to invest in the development of young musicians, the orchestra initiated The Rotterdam Philharmonic Orchestra Academy in 2020. The program offers five talented young musicians an extensive orchestral program in one of Europe’s leading symphony orchestras. Not only do the students play during orchestra productions, but they also take part in an extensive program, including coaching sessions, lessons, training, and more. This program is made possible by Ahold Delhaize.

IMC Weekendschool 

The IMC Weekend School Foundation (“Stichting IMC Weekendschool”) provides supplementary, motivational education to young people aged 10 and up, across the Netherlands. It aims to introduce curious young people to enthusiastic professionals and their diverse fields of expertise. In fact, alumni research shows that the education provided from IMC weekend school has a life-changing effect on motivation and finding a place in society. 

Ahold Delhaize has committed to sponsoring IMC Weekend School for a period of three years and has chosen to sponsor the course “Future-proof entrepreneurship” which is taught on ten locations in the Netherlands. 

Ahold Delhaize and cybersecurity research  

Just last week, Ahold Delhaize announced the collaboration between Ahold Delhaize’s Information Security Office and Erasmus School of Law of Erasmus University Rotterdam. Ahold Delhaize will sponsor one of three PhD cybersecurity fellowships to students, focusing on studies of cybersecurity-related human risk while having in mind our dynamic business model. The contribution of work these students do is expected to be twofold; academic and practical. Besides Ahold Delhaize, other companies, academic institutions, and individuals ought to benefit from the study.  
 

Kickstart AI 

Kickstart AI is a platform aimed at boosting the AI ecosystem in the Netherlands by accelerating and promoting the development of AI technology and nurturing AI talent in the country. The goal of Kickstart AI is to bridge the gap between the Netherlands and other leading countries that have made notable progress in artificial intelligence. The platform is driven by five Dutch companies: Ahold Delhaize, ING, NS, KLM and Philips. This joint effort will add educational capacity, foster the development of the AI community in the Netherlands, and reiterate the position of the Netherlands as a competitive and relevant global AI hub.

Learning and development at Ahold Delhaize 

Everything we do to create the leading local food shopping experience is enabled by our people. We want everyone who works for our brands and support offices to find purpose in what they do, have equitable access to opportunities and be able to grow and contribute to their fullest. This is why we are building a culture of continuous growth and lifelong learning so that associates can maximize their potential. 
Therefore, our learning strategy is focused on personalizing learning experiences via innovative tools so our brands can offer relevant learning to their associates. In addition, many of our brands offer tuition programs and donations to universities, such as the recent $1 million donation The GIANT Company made to Harrisburg University of Science and Technology in support of its new Center for Advanced Agriculture and Sustainability. 

In addition to this, MLK Day is also widely recognized as a day of service. Each year associates and customers across the country will take part in a variety of volunteering opportunities and social justice efforts. See how Ahold Delhaize's great local U.S. brands are doing their part to support this important day.  

Retail Business Services 
Today, RBS is hosting its annual MLK Day of Service. Associates are encouraged to attend a virtual celebration in the morning that will feature renowned slam poet/performer/actor Ed Mabrey before heading out to serve their community either in person or virtually, however they like. RBS has also provided a range of options and ideas on how and where associates can serve their communities tied to the Martin Luther King Jr. Holiday. These include advocating for social justice and addressing food insecurity. 

The GIANT Company  
The GIANT Company honors the life and legacy of Dr. Martin Luther King Jr. by celebrating diversity, building equity and promoting inclusion – not just in January, but all year long. The GIANT Company does this in many ways, including providing paid volunteer time as a way for associates s to give back. It's just one of the ways the brand strives to reflect, remember and then take action to make a difference in the communities The GIANT Company serves.  

Below are some of the specific ways The GIANT Company is honoring the life and legacy of Dr. King: 

• The GIANT Company is the signature sponsor of the Central Pennsylvania MLK Day of Service and has donated $10,000 to honor Dr. King's legacy and support the community. The funds will be used to support local non-profits and help with volunteer projects.  
• The brand is giving an additional $10,000 to the Eastern Minority Supplier Development Center (EMSDC), to help minority-owned businesses get certified and elevate impact on diverse suppliers.  
• As the founding partner of Pennsylvania’s CASA (Court Appointed Special Advocates), The GIANT Company has donated $10,000 to assist community programs arranged by CASA. The ground-breaking project will give local CASA programs the tools they need to address social justice issues in their communities, promote data collection, and develop plans to address issues of disparity and disproportionality. The partnership with The GIANT Company will allow CASA to advance the existing work of its Diversity Equity and Inclusion committee and enable the state office to work individually and in groups with local CASA programs. 
• Lastly, The GIANT Company is encouraging associates to spend Martin Luther King, Jr. Day in the community acting through service. The brand shared several volunteer opportunities, including those at Central Pennsylvania MLK Day of Service. Additionally, pins are available for team members to wear at work in support of racial equality. 

 
Food Lion 
Food Lion is proud to honor Martin Luther King, Jr. with a variety of events and activities across its 10-state footprint. Dr. King did not want people to just exist; he wanted them to feel like they belonged in the spaces, environments and in the world in which they lived. Food Lion sponsors events and works with partners who understand the importance of belonging. 

Food Lion is a title sponsor for the City of Charlotte, North Carolina, Dr. Martin Luther King Jr. National Holiday Celebration. The Diversity, Equity & Inclusion team will welcome guests in an outdoor celebration and participate in a wreath-laying ceremony. 

Food Lion is the official sponsor of “MLK Day 2022: Community Dreams” at the Harvey B. Gantt Center in Charlotte, North Carolina. A local store manager will give a welcome and programming will focus on envisioning a future as a community and inspiring ways to work together. A day of live and virtual events includes art workshops, lectures and panels, in-depth film discussions and unique performances to celebrate the impact of Dr. King. 

In a continued effort to nourish young adults in Food Lion communities, the brand is sponsoring an MLK National Holiday Oratorical Competition for high school juniors and seniors in Thomasville, North Carolina. This year’s theme is “No More Business as Usual.” 

More events, volunteer opportunities and days of service are happening in partnership with groups such as the NAACP, Urban League and the YMCA. 

 

Giant Food 
Giant Food is a sponsor of the United Planning Organization’s ‘38th Annual Martin Luther King Jr. Memorial Breakfast’ which will be held virtually on January 14th due to COVID-19. Normally the breakfast is held in person on MLK Day but this year is different. Proceeds from the event will fund college scholarships and support UPO’s multifaceted programs that help DC residents lift themselves to become financially stable. Giant Food has been a major sponsor of this event for many years and will have 20 associates attend the virtual event. 

Today on MLK Day, Giant Food associates will be volunteering at the Capital Area Food Bank (Washington, D.C. Food Bank) by helping box up food to be delivered to families who are struggling during the pandemic. 

Giant Food will also have associates volunteer with Martha’s Table, which is a non-profit organization that is one of Giant Food’s close partners in the fight against hunger. It supports strong children, strong families, and strong communities by increasing access to quality education, health and wellness, and family resources, specifically in Wards 7 and 8. Wards 7 and 8 are two districts in Washington D.C. that have the highest rates of poverty, obesity, and chronic disease. Accessibility to healthy food is very difficult in both wards due to limited grocery store options.  

The Giant Food associates will volunteer with Martha’s Table at the Martin Luther King, Jr. Memorial Peace Walk which is held annually on the federal MLK holiday. The Peace Walk is coordinated by the Coalition for Peace, a group of individuals and non-profits dedicated to peace and positivity for the Washington DC metropolitan communities. Over a thousand ‘Peace Walkers’ join annually in the two-mile walk along MLK Ave in Southeast DC. 
 

Stop & Shop
Chairs and Executive Sponsors from all six Stop & Shop Associate Resource Groups came together to honor Martin Luther King Jr’s legacy last week. The associates recorded audio notes on the values and principles of Dr. King and other prominent Black leaders. The audio notes were shared with girls aged 12-27 at ACEDONE. Boston’s African Community Economic Development of New England (ACEDONE) is a non-profit organization that partners with families to help African refugees and immigrants. ACEDONE is on a mission to help African refugees and immigrants develop a self-sufficient and vital community by providing the youth with education and life experiences to help them thrive. ACEDONE joins Dr. King in envisioning a “Beloved Community” where there are no educational or economic injustices.    

Additionally, Stop & Shop’s Multicultural ARG gathered at The Dimock Center, to show care and kindness to the community through a food distribution event. ARG members filled 400 bags with grocery staples and fresh produce, then distributed the bags to patients and families in need. To further drive the importance of the holiday, Stop & Shop invited all associates to learn more about the Beloved Community that Dr. King envisioned by sharing resources from The King Center. 

Hannaford  
Hannaford is committed to the legacy of Dr. Martin Luther King Jr. and his work to impact social justice, on MLK Day and every day. In a message to all associates, President Mike Vail invoked the words of Dr. King to reinforce the company’s values:  “As Dr. King noted in his “I Have a Dream” speech, “we must make the pledge that we shall always march ahead.” At Hannaford, we are always committed to embracing diversity and advancing equity and inclusion, and we know that “whatever affects one directly affects all indirectly.” 

To that end, Hannaford is excited about a broad range of opportunities to build awareness of social justice, diversity and inclusion in February with robust plans to mark Black History Month, led by the company’s Mosaic BRG. 

And, just over the past year, Hannaford has continued its community support and strengthened its collaborations and partnerships, notably (but not limited to): 

• A $150,000 donation to the New England NAACP Conference is supporting an initiative that will help black students significantly close the gap in educational outcomes in public elementary and secondary schools; 
• A $50,000 donation to the New York NAACP Conference. It's focused on supporting a safe learning environment at schools (enhancing COVID-19 protocols, promoting vaccination, distributing masks) and for the purchase of Chrome books that enable distance learning; 
• A $100,000 donation to the University of Southern Maine provides scholarships to 12 students who were not eligible for state and federal funds – primarily asylum seekers and Dreamers (DACA).  Many of these students are ineligible to work because of their immigration status. 
• A $100,000 donation to the University of Albany has established the Hannaford Supermarkets Scholarship for Excellence and the Hannaford Supermarkets Equal Opportunity Scholarships, helping eight diverse students, particularly those who are from lower-income families, afford college tuition, housing, books, and other related expenses. 
• And a $75,000 donation to the University of New England launched the Hannaford Pharmacy Diversity Scholarship, which will be awarded to diverse students enrolled in the School of Pharmacy, with a preference for those in the Advanced Standing Track (AST) for Foreign-Trained Pharmacists.
   

Peapod Digital Labs  
PDL is proud to honor Martin Luther King, Jr. by having Deanna Morgan, PDL diversity, equity, inclusion, and belonging Manager, share her reflection about visiting the monument and her stepfather, Paul Brown, who saw Dr. King give his “I have a dream” speech in person when he was 18 years old.

In the reflection, Deanna mentions: “He [Deanna’s stepfather] told me he was 18 years old and the only person from his church in Pennsylvania that signed up to take the bus up to Washington. He believes many of the church members were expecting there to be violence and did not want to get hurt. Violence had become so common at King’s rallies, he said. When my stepfather arrived at Lincoln Memorial, he said a peaceful march was already in progress, and he watched as marchers of all races, though predominantly African American, approached the monument with signs in their hands promoting peace. 

He told me after eating a bagged lunch and taking in the scenery, a minister began to speak who eventually introduced Dr. King. Then, King began to speak and immediately my stepfather felt as though something really special was happening. He describes it as ‘electrifying’. He told me when he had returned home, he was still in disbelief that he had witnessed such a historical event in person and told his entire family about it.”  

At Ahold Delhaize, the inclusion of people with disabilities is a priority. More importantly, it is vital be fully reflective of all communities. Therefore, many of our local brands have and are continuously working on several partnerships and initiatives while creating opportunities to support all associates and customers within local communities. Below are just some examples of how our brands are working towards achieving an inclusive workplace for all:  

Delhaize Serbia 

For Delhaize Serbia, the inclusion of people with disabilities is not only a strategic priority in its Diversity & Inclusion agenda, but it’s also their aspiration to be fully reflective of their marketplace. To achieve an inclusive workplace, it’s more than employment, it’s also about everyday activities. This year, Delhaize Serbia achieved the following in being a better inclusive workplace:  

• Its commerce team extended cooperation with two diverse suppliers: Novitas, a local supplier of fruits and vegetables and Gardenika, a seller dried fruit rolls. Both companies' majority of employees are people with disabilities.  
• The quality and product safety team took initiative to assure that all their e-trainings for associates are fully accessible, including narration and subtitles.  

Delhaize Serbia’s journey doesn’t end here, it is continuously working towards a better and inclusive workplace for people with disabilities.  

Giant Food 

Giant Food has several partnerships and initiatives throughout the year to support associates and customers with disabilities. Below are some of Giant Food’s initiatives which they’re continuously working to expand:  

• Giant Food stores partner with their local schools to provide “on-the-job” experience with an assistance of a job coach, to students with disabilities. Students will be hired and paid for several hours each week learning general tasks that help them build customer service and teamworking skills that are useful for any future career of their choice. Through these programs Giant Food has hired many associates with disabilities, creating a better diverse and inclusive company culture.  
• Giant Food’s WIN (Women’s Inclusion Network) increased awareness during Autism Acceptance Month by hosting an EMPOWER Hour featuring expert speaker, Jane Lynn Britton where she discussed balancing work and family life for Autism Families during the pandemic. This brought an increased awareness about the Autism community and showcased the importance of empathizing with associates and customers. In addition, Giant Food associates showed their support and acceptance of the Autism community by wearing red while in working in stores. 
• Giant Food has been a sponsor of Quality Trust for Individuals with Disabilities for many years. This is an independent, non-profit advocacy organization focused on improving the lives of children and adults with disabilities and their families in the District of Columbia and beyond. They work with people and their family members to solve problems, identify opportunities for learning and contribution, Quality Trust looks for creative ways to minimize differences and make the most of each person’s abilities.  
• The Giant Pharmacy partners with the Arc of Prince George’s County in Maryland to provide COVID-19 vaccinations to community members with developmental/intellectual disabilities. Many of the community members that go to the Arc of Prince George’s County cannot get to a Giant Pharmacy and are more comfortable at the Arc so the Giant Pharmacy has setup a base there where people can come and get their COVID-19 vaccination. Giant Pharmacists will even go out to the car of the people that visit to give them the shot if they are unable to enter the building. Giant Food now looks forward to partnering with the Arc of Prince George’s County going forward. Giant will hold flu vaccinations and other pharmaceutical events there to support people with disabilities. 

Food Lion 

Food Lion supports disability awareness by providing job opportunities and a sense of belonging to associates living with a disability. William Kidwell joined Food Lion a little more than two years ago as a cashier, through the Center for Independent Living, which provides employment assistance for individuals with disabilities. William became a triple amputee following a motorcycle accident in 1995 and he spent four months in the hospital. William shares why he feels he belongs at Food Lion.  

“I’m part of the team. They count on me. When we need more people to work, I’m asked like everyone else. I run lane #7, the express lane. Customers know I’m going to be there. We focus on what I can do and that means a lot to me.”  

“I feel accepted by everyone at my store. One example of acceptance is that even though I run the express lane, some customers with a basket full of groceries just want to check out with me. They know me and I know them. They want that personal experience. Managers jump into help so we can just keep the lane moving. It’s great to feel that connection and support.”  

“At our store we love Shop & Earn. It feels great for me to teach customers about it. We show them how to use it on their phones and I can see their smiles when they see those savings. I love to help people like that.” 

“I love my job and it began with Food Lion giving me a chance. Lots of other people would have looked at me and focused on what I couldn’t do because of my disabilities. Food Lion believed in me and told me I could do it. Leaders told me I’d be good out front. That gave me the confidence I needed to show everyone what I could do. We really have a good team. I love it, I do. 

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Can you tell us about yourself?

I’ve worked with the company for over 10 years, and I’m a Graphic Designer.  I’ve had a great career and I love my job!  Besides work, I have an active role in the community by leading the Belgrade Association of deaf and hard of hearing in Belgrade. I really want to contribute to the improvement of the position of people with disabilities in society.  For example, one of the recent projects in which I participated was the creation of the National translation center which enables easier 24-hour communication for deaf people and people hard of hearing, which then contributes to better visibility in society as well.  

Why is it important to spread awareness about National Disability Employment Awareness Month? 

Delhaize Serbia has recognized people with disabilities as a group for which support is crucial in order to achieve equality and equity in employment. With the strategic approach and active employment policy, many people with disabilities have been employed in Delhaize Serbia. By doing this, the company has contributed to better living conditions to the employed people with disabilities. What has also been recognized as very significant is not only stopping at employment, but importantly having the employer directly receive feedback from employees with disabilities and to receive it often. This way, they can work on better visibility and continuous improvements on the ways of communication. 

How would you like to keep inspiring others to do what they love?

I think that it is very important to find and do what we love, to support each other, to work together on always finding new possibilities and innovative solutions as a company. This will make us a more inclusive workplace for people with disabilities. I believe that this is the task of all of us, including myself. At times, I have experienced challenges with communication, which can be harder because I am a deaf person.  But with persistence and optimism, along with the support of my colleagues who are always here for me, I am able to pursue my passion and do the work I love.  

What career advice do you have for us?  

 Always be positive and hardworking, and strive to be recognized as a hero to others.   

“I'm going to be very honest with you” says Manuel and one can immediately feel the openness he exudes, “I was born and raised in Mexico. Still, it's hard for me to explain what makes somebody part of the Hispanic community. When you talk about Hispanics you are talking about a combination of different cultures in one person. It's not about where you were born or where your family comes from, it's also about the traditions you celebrate, the food you eat and the feeling you have. Everybody within the Hispanic community has their own story, their own background. The Hispanic community is made up of people whose families have been born in the US for generations but trace their roots back to areas in Latin America. The community is also made up of people like me: born and raised in Mexico City and my children here, in the US. There are more than a thousand variants and stories of people who proudly call themselves Hispanic,” he smiles. 

Manuel plays a strong leadership role within MOSAIC. When asked to describe the BRG, Manuel says: “MOSAIC is broadly oriented. It consists of a mixture of people from different backgrounds. It is important that the community offers a safe place for conversations about origin, background, and opportunities to network and get to know people. And, the group is also a place for inspiration.  For example, MOSAIC helps to inspire our Merchandising teams to offer customers from specific areas the products for Hispanic Heritage Month that make them feel at home. Because we reflect the markets we serve and we can truly offer our customers the products they are looking for.” 

We spoke to Manuel about what he celebrates during this month and what feeling it gives him. He begins to talk about the important holidays in September and October: El Grito on September 15 and Independence Day on September 16. Manuel then takes it to the present day: 'Diversity and inclusion is about learning from and about people, about different cultures and what one really stands for. Everyone has a history and a reason why they are the way they are. This month is Hispanic Heritage Month and we celebrate it with our families and friends. But we also celebrate to inspire others.” 

"Every year, we, my family and friends, kick it off with 'El Grito'," he continues. “This literally means 'the scream'. Miguel Hidalgo, also known as the father of Mexico, triggered the Mexican War of Independence against Spain. Nowadays we celebrate this day with friends and family and eat a lot of good food!” Manuel has three children who are all born in the US.  “They love the food,” he says. "But it feels different when you're born in Mexico yourself or only know it from TV. In every town and village in Mexico, Independence is celebrated in every square on September 15 and 16. They reenact El Grito by ringing the bells and waving the flag. The coming together, the energy, that is something I still feel every year. We share a strong love for traditional food. There are friends and family in the kitchen all day long during the celebrations. Not to help with cooking but to directly eat what is made. Trust me, the food often doesn't make it to the dining room. My favorite food is tacos. In the US, many people think that a taco is a hard shell, but it really isn't. They are soft and small. You will never find hard shells at my house, ever!” 

During Hispanic Heritage Month, team members can commit themselves in various ways to celebrate. One way is through volunteering, something Manuel's team members get very excited about. “We do a lot of volunteering,” he says proudly. “Two of our team promises are ‘Be You' and ‘Make a Difference’. Be proud of who you are and where you come from, that is a very important message. We encourage and empower this by letting associates decide where and when they volunteer. We give back to the community in measure of time, which is our most precious resource as a human being.” 

Manuel hits the nail on the head. It takes time to get to know and understand the deeper layers of a person, of a community. We can only do this by listening to each other and investing time in each other. “My experience is that diversity and inclusion is very complex because it transcends regions, countries and even continents. But it's more important than ever. Hispanic Heritage Month is an invitation to everyone to get inspired and to get connected. Maybe one day we will all have a community and a sense of belonging, where we feel at home and can be ourselves, wherever we are in the world.” 

Want to learn more about MOSAIC or other BRGs? Feel free to contact Manuel Haro or Aaysha Noor (DEI Lead for The GIANT Company). 

Biography Manuel 

Manuel Haro is the Divisional VP of Greater Philadelphia at The GIANT Company. Prior to this role, he was the VP of Brand Strategy, where he was responsible for defining the Brand Strategy, collecting customer insights and creating the new market growth plan. Manuel is also the Executive Sponsor of MOSAIC Business Resource Group at The GIANT Company and serves on the board of directors of National Hispanic Corporate Council.  

He is originally from Mexico and has been living  in the US for 21 years. Manuel holds a BS in Industrial Engineering from Universidad Iberoamericana and an MBA from Carnegie Mellon. He has also been married for 20 years, has three children, and has lived in Central Pennsylvania for the past eight years. 

Manuel has worked in the retail sector for 19 years. First as a supplier in the CPG industry with Campbell Soup and then in multiple finance roles across brand management, new business development and sales. It was this last role that took him to Arkansas to serve the Walmart account as Director of Finance. In 2008 he joined Walmart International as the Senior Director of Global Format Development where he supported the transplant of successful formats across countries and defined its key characteristics. He also worked with  Walmart US in the RE Strategy group defining market strategies for sequencing and saturation. In early 2012, Manuel joined Giant Food Stores as Division CFO and moved to Pennsylvania. 

Before working in retail, Manuel worked in consulting with McKinsey and KPMG. He had multiple projects in different industries where most  involved defining the strategy and helping top management to set the direction. 

We have come a long way since then, but there’s no denying that there’s still some way to go. In this interview with Florence Mottay, SVP Global Information Security, she shares her experience of working in a more male-dominated field and how she has successfully managed her career and is keen to see more women and diverse people in her sector.

Can you describe how you became interested in IT Security? 

I’ve always evolved in fields where men were more dominant. I studied Mathematics, and I didn’t have a lot support from my teachers, but my family supported me. When I moved from France to US I met a teacher who taught Software Engineering who said: ‘You have a lot of potential. If you decide to focus your master on Software Engineering I’ll offer you a scholarship.’ So I moved to that field and when I did so I was the only woman to study this subject. The funny thing is, I didn’t know anything about Software Engineering while others did. I had to study really hard to get to the same level. But I was eager and keen to learn. This same teacher had grant programs at different companies such as Microsoft and HP, where students could do research. I was one of them. While doing research the topic of security started popping up. This was late ‘90s. As I graduated, my teacher had started a company that focused on Software Security and offered me a job. This is how I became an Ethical Hacker.  

Can you tell us about your career path, and how you progressed in this field that is typically dominated by men? 

 I came into my first security role with knowledge about Software Engineering but I had no idea how to hack. I was employee number 7 in this company and was the first woman who joined. I wasn’t knowledgeable about this subject, so I studied until 3 am every single night for six months, to just become good. And I became really good! I wrote exploits that were used by US government agencies. I did this a few years and was then asked to open our European branch of our company, which I had also never done before. So I arrived in Europe and still I was the only woman in the company. I was trying to get women in our company but it was difficult back then. So we opened the branch, we grew in a couple of years and then sold it to a slightly bigger US based brand. I moved to the UK for them and I ran EMEA for hardware hacking company. To give you an example: we were hacking planes, boats, cars, etc. It was a different branch, but the thinking is still the same. The fun thing with hacking is that if you know how software and hardware works, than it doesn’t matter what you hack. In the basic it’s all the same. So all these steps happened in a time frame of ten years. I started thinking about what I could do more and that is when I met Ben Wishart, whom I noticed I could learn a lot from. So I became the CIS for Europe within Ahold Delhaize and after that took on the global role I’m currently in. 

What is your view of this field, in terms of gender balance? 

In terms of female to male ratio – it has always been some work to onboard women. In my first company the emotional intelligence in our team was low. If we were joined by women, or team members with different styles, I would translate and explain  the things that were happening on the team.  There was learning needed from everyone.  . We were looking for ways to grow the gender balance on the team.  Beginning in 2000, when I started working in Software Security, we worked with a team of 100 colleagues and only a small hand-ful were women. It was very niche. We’re still not there yet. We try, but not there yet. 

The reason that the ratio keeps a little behind comes from a number of different things. The first is that 5 or 7 years ago this function was not as attractive to women, and it had a bit of a stigma. But hackers are now seen as cool.  The second is that, and I don’t know why, is that women don’t always stay in  this field. Men and women start in a junior positions but when they grow and learn, somehow women step out of this field and start working in a different one. We can do more to provide support and create opportunities for women, specifically meeting their needs. While the field still has a ways to go  for diversity and balance on management levels, we are growing, aiming for our goal of 50/50 gender balance. .  

How about the information security function at Ahold Delhaize.  What can we do to positively impact gender balance? 

I realize that we are retailers, and for some, we are not their first option. Potential employees don’t look at retailers for security jobs in the first place. At the same time what we do at Ahold Delhaize is fascinating and a lot of fun. So we need to advertise and communicate this more, internally and externally. I really try to talk up my team, my field, and my job here at Ahold Delhaize. Successful teams are diverse teams, that’s the simple truth. My whole professional life I’ve always individually coached  women, whether they were in security or not. One of the question I always ask is: what is the worst that can happen if you start something? You could fail. Don’t be scared of failing, because it doesn’t matter. You can start again, and again.  

What is one element of your life that has shaped your perspective? 

My grandparents both worked. My grandmother grew up with a mom who lost her husband in World War II. She saw her mother – my great grandmother – struggling feeding her kids. So she decided at a very young age to work and be independent. I don’t know any better than  my grandmother, who worked full-time in the tax industry, which during that time, was very male-dominated. She studied again at the age of 40 to become a Tax Inspector. My mother also worked fulltime. I grew up hearing from women around me to be independent, and to always prioritize the care of myself and my kids, no matter what life brings. They told me I could be whatever I want. So when I told others I wanted to study Mathematics and their reaction was: but you’re a woman! I didn’t care. I knew it was a harder field especially back then, so I know why they said it – to protect me. But it was okay for me.  

What advice do you have for others pursuing their career goals? 

What I would tell others, and what I also tell my two daughters, is that you always need to give your best to become something. Don’t limit yourself. Ask yourself the question: what is the worst thing that could happen? When my oldest daughter was six years old somebody asked her what she wanted to be when she was older. She told this person happily that she wanted to be a mother, have kids, that she wants to have a job and go on holidays. She didn’t pick just one, she took them all! And of course, in reality it is not always that easy. It is a lot of mental load. But along the way, it’s important to grow and learn.  

I realize now that I never had this one big goal, a big dream to become a superstar or hero. And I still  don’t have that. But I learn all the time. Opportunities come and go and you grab them if you like them. And always, my biggest priorities are my daughters, my family. I want to support them as much as possible.