Philip Morris reinforces inclusive policies for LGBTQIA+: ‘Diversity drives innovation’

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For the seventh consecutive year, Philip Morris Brasil (PMB) supported the São Paulo LGBT+ Pride Parade, held on June 2. In addition to participating in the parade, the company was present at the Diversity Fair on May 30, sponsoring three panels focused on public policies, employability, and structural racism.

The panel “From the Track to the FGTS” discussed employability programs, moderated by Reinaldo Bulgarelli, with Verena Belvedere participating. “Nothing About Us Without Us” addressed LGBT+ representation in elected positions, featuring Nelson Mathias Pereira, Filipa Brunelli, and Thainara Faria. The third panel, “How Structural Racism Affects LGBT+ People“, was moderated by Thiago Amparo, with contributions from Organzza and Vitor Martins.

Conversation with Verena Belvedere

According to information provided by the company, since 2017, PMB has implemented internal policies to promote an inclusive work environment and has been recognized by the Human Rights Campaign as one of the best places for LGBTI+ people to work. Additionally, the company has been a member of the Forum of Companies and LGBT+ Rights since 2018.

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In an exclusive interview with GAY BLOG BR, PMB’s Integrated Talent Manager, Verena Belvedere, shared insights about the company’s policies and commitment to diversity.

Check out the full interview

• Philip Morris Brasil has supported the LGBT+ Pride Parade for seven consecutive years. What was the initial motivation for the company to get involved with this event, and how has this partnership evolved over the years?

Philip Morris Brasil strives to foster a diverse and inclusive work environment where each individual can develop their potential, contribute their unique skills, and feel part of the team. The company believes that diversity of thought, experiences, and perspectives enriches the workplace and drives innovation, thereby enhancing the ability to tackle challenges more comprehensively. With this mindset, PMB structured its Diversity and Inclusion program around four essential pillars:

-Leadership Commitment: The company’s leaders are responsible for driving the diversity and inclusion strategy, ensuring that these principles are prioritized at all levels of the organization.
-External Engagement: The company shares its practices and influences the value chain to promote the advancement of diversity and inclusion principles throughout the industry.
-Diverse Talent: The company aims to reflect the diversity of its consumer base in its workforce, ensuring representation, creating value for the business, and providing fair opportunities for all employees. -Inclusive Work Environment: The company fosters a culture of belonging, where the exchange of ideas is valued and directed towards achieving the best outcomes. The goal is to promote an environment where all employees feel respected, valued, and encouraged to contribute fully, regardless of their differences.

Support for the LGBT+ Pride Parade, as well as other projects that promote and celebrate diversity, aims to demonstrate our commitment to fostering a more inclusive and diverse environment.

• What challenges do you identify in implementing diversity and inclusion policies in a multinational company like Philip Morris, and how have you overcome these challenges?

We don’t see challenges, but rather opportunities. Diversity and Inclusion are crucial topics for our business, and we can clearly observe the positive impact of having representatives from minority groups among our employees. Diversity drives innovation and directly influences our culture.

• Philip Morris Brasil has implemented specific policies to support transgender employees and those undergoing gender transition. Could you tell us more about these initiatives and how they have been received internally?

Among the results of PMB’s inclusive culture are the establishment of a global policy for transgender and gender-transitioning individuals, as well as ensuring benefits such as daycare assistance, marriage leave, and parental leave for LGBTQIA+ employees. The company also has a Support Program to assist employees and their dependents in resolving personal and work-related issues. The program also addresses LGBTQIA+ topics such as:

– Guidance for the adoption process– Family planning– Psychological and social counseling during gender transition

The company established a partnership with the TransEmpregos portal to increase visibility for job openings and encourage inclusion in the talent pool.

• How do you view the evolution of public and corporate policies regarding the employability of the LGBTQIA+ population in Brazil, especially in comparison to other countries?

I understand that Brazil still has much progress to make, as we are one of the countries with the highest rates of violence against LGBTQIA+ individuals. In terms of employability, there are many opportunities for access and inclusion of LGBTQIA+ people. I believe that large companies play a crucial role in “leading the way” by embedding inclusion and diversity into their culture and thereby influencing their supply chains and potentially society as a whole. Some of the ways PMB leads this effort include: Including a mandatory Social Commitments clause in contracts with suppliers. Implementing a code of conduct that explicitly embraces DEI (Diversity, Equity, and Inclusion) concepts. Establishing parental leave policies (developed in partnership with our diversity groups).

• Philip Morris Brasil was recognized as one of the best places for LGBTQIA+ people to work by the Human Rights Campaign. What practices do you believe were fundamental in receiving this recognition?

The Human Rights Campaign Foundation’s Global Workplace Equality Program uses key criteria to assign scores to evaluated companies. These criteria include workforce protections, employee resource groups, leadership accountability, data collection, education and outreach, and engagement in diversity and inclusion efforts. Each criterion is scored from 0 to 10 based on the company’s practices. Philip Morris Brasil received a total score of 100, the highest possible score.