Future of work
Even as path-breaking technological innovations continue to rise, the future of work has people at its core. The employment landscape evolves only with the betterment and wellbeing of the workforce. At HUL, we are taking progressive steps to equip our people and others for the future.
Reimagining the future of work
As we navigate the future of work, we are embracing broader societal shifts. We focus on redefining work structures and empowering our workforce through upskilling initiatives. We are innovating new work methods that cater to our business needs and individual preferences.
People are seeking greater flexibility and fulfilling work. In that spirit, we’re committing to flexible and skill-focused work models emphasising adaptability, resilience, and continuous improvement for success in the evolving work environment.
Our new employment models
Ultimately, we aim to make work accessible for people and ensure they stay employed – all while ensuring business resources are optimised. With new employment models, we are emphasising opportunities for learning and diverse work approaches, enabling individuals to experience a fulfilling career, now and in the future.
U-Work (1 of 2)
U-Work offers employees the flexibility of contract roles and the stability and benefits of regular employment. Individuals in U-Work engage in various assignments rather than a fixed role, with the freedom to pursue personal interests between projects. Whether actively on assignment or not, they receive a monthly retainer and a tailored benefits package. These assignments vary in duration and intensity and are flexible enough to accommodate different work preferences and lifestyles.
This approach benefits individuals looking to adjust their work hours, manage family responsibilities, or pursue other interests while maintaining a connection with Unilever. It also benefits HUL by providing managers access to skilled individuals familiar with the company, reducing the time and costs associated with onboarding freelance workers.
Hybrid working arrangements
Hybrid working fosters an inclusive, adaptable environment where individuals excel, and teams thrive in collaboration, creativity, and celebration. Our global principles optimise office spaces while offering flexibility, including spending 40% of time in the office for collaboration.
This is all because we envision a future focused on productivity over location or strict schedules. Our work options, like remote work, aim to balance work and life while valuing face-to-face interactions. This approach reflects our optimism and commitment to empowering our people.
Upskilling our workforce with future-fit capabilities
1,00,000+hours invested in learning and development
We have cultivated a culture centred on continuous learning and the development of future-fit capabilities among our workforce. We have learning and development opportunities for all our people including our shopfloor employees.
In 2023, we dedicated over 1,00,000+ hours of learning, covering over 8,500 employees with 100% advocacy. We focused on leadership and cross-functional learning interventions across our Marketing, Sales and Supply Chain teams.
Our flagship learning program, Leading The Unilever Way (LTUW) saw over 400 leaders participate with a total of 18,000+ hours invested. The program has an array of well-curated learning sessions with leadership and functional capability workshops.
At the shopfloor, we have taken on an ambitious agenda to transform the skill mix 30:70 (skilled:unskilled) to 70:30 (skilled:unskilled) over a five-year period. We intend to ensure that our blue-collar employees are engaged more meaningfully at work while automating more repetitive jobs.
As channels transform, our focus is to upskill our frontline salesforce for an Omnichannel future – one where they don’t just understand the General Trade channel well, but they are equally equipped to understand Modern Trade and e-Commerce.
In 2023, 100% of the Field Force invested 15,000 learning hours to undergo certifications on two future-fit skills: data-driven decision-making and channels.
Equipping youth and communities with the skills of the future
SAFAL
Partnering with the National Institute of Entrepreneurship and Small Business Development (NIESBUD) and organisations like LabourNet, Sarthak Educational Trust, and Cheshire Disability Trust, we have launched the SAFAL (Skills Academy for Advancement of Livelihoods) program which focuses on skilling, entrepreneurship, and empowering persons with disabilities.
SAFAL expanded to train 1 lakh youth through an Entrepreneurship Awareness Program (EAP) using UNICEF’s YuWaah’s Passport 2 Earning (P2E).
Through SAFAL, we have introduced two projects: SAFAL Sales Pro Academy, training 5,000 individuals in frontline sales roles, and Retailer Strengthening Project, aiding 20,000 youths yearly with government scheme education for business expansion.
I Am Wall’s by Kwality Wall’s
~12,600entrepreneurs and 250 PwDs empowered
Our mobile vending initiative has empowered nearly 12,600 individuals, including 250 Persons with Disabilities (PwDs), across the country. Through our ice cream vendor programme, thousands of vendors have received training, equipment, products, and licensing. This initiative empowers vendors to become self-sufficient micro-entrepreneurs by equipping them with sales, customer service, and problem-solving skills. Additionally, it provides valuable work experience to youth entering the job market, contributing to their overall growth and development.
Glow & Lovely Careers
Our Glow & Lovely Careers program empowers women by offering career guidance, skill-based courses, and job information, addressing barriers like transportation limitations, parental consent issues, course costs, and a lack of quality local institutes. Partnering with renowned EdTech companies like edX, English Edge, and Hello English, as well as startups such as www.testbook.com and www.idreamcareer.com, the platform provides skill courses and internship opportunities via online training partner Internshala. Additionally, a collaboration with TimesJobs in 2023 expanded job access for women across diverse fields.The Glow & Lovely Careers community on the ‘Sheroes’ app fosters interaction, learning, and career growth opportunities.
- 1.9 Mn+users registered
- 5 lakh+course enrolments
- 4.3 lakh+users supported with relevant career guidance
Improving farmers’ livelihoods
Our supplier and distribution networks encompass a vast number of smallholder farmers (SHFs), distributors, and retailers, many of whom are women. As a leading FMCG company, we play a crucial role in generating direct and indirect employment opportunities throughout our value chain, contributing to a socially inclusive world. Through initiatives like trustea, SHFs receive training in responsible agrochemical use, nutrition management, soil analysis, and sustainable agricultural practices. They also benefit from formal training programs on environmental sustainability, safety, and livelihood improvement.
Collaborating with farmers and suppliers, we continuously work to enhance the environmental standards of our supply chains. Since 2010, initiatives like the Unilever Sustainable Agricultural Code, trustea, and the Rainforest Alliance have promoted best farming practices. SHFs are trained in the Tea Board of India’s Plant Protection Code (PPC) and the Food Safety and Standards Authority of India (FSSAI) compliance and provided with Personal Protective Equipment (PPEs) for their health and regulatory compliance.
As of 2023, approximately 70% of India’s tea production was Trustea-verified, positively impacting over 124,000 tea SHFs, representing about 50% of India’s tea SHFs and over 680,000 tea workers, with women comprising around 57% of this workforce.
