Nestle

Nilufer Demirkol

Employee Health Champion

As the Head of HR for Nestlé’s Nutrition business, Nilufer Demirkol have seen firsthand how vital employee well-being is to creating a workplace where everyone can thrive. For her, women’s health is not just another initiative; it’s a deeply personal priority that shapes how we support our teams every day.

In an ever-changing world, she believes that caring for women’s health helps nurture a community where energy, productivity and resilience flourish.

A Strategic Priority: Women’s Health as a Business Imperative

At Nestlé, we’re taking meaningful steps to make women’s health a business priority. This isn’t about grand gestures but about recognizing the real needs of our people at every stage of life—from preconception to menopause. We’re committed to gender equity and strive to build an inclusive environment, so every employee here feels empowered to reach their potential, whatever their journey looks like.

Our policies are designed with care and practicality in mind. Our “Global Parental Support Policy,” for example, provides enhanced parental leave and adoption support, helping families during those important first years. Wholly inclusive in nature, the standards in the policy are based on caregiver status, regardless of gender, and are designed to take into account various family structures. Furthermore, lactation rooms, flexible working and return-to-work support are available across our offices. These measures may sound simple, but they make a genuine difference in the daily lives of our colleagues.

Science-Based Nutrition: Empowering Women at Every Stage

Because our business is grounded in nutrition science, we’re able to offer solutions tailored to women’s unique nutritional needs at each stage of life. We invest heavily in research and development, with dedicated teams focused on understanding the evolving health challenges faced by women globally.

We also partner with leading universities, medical institutions and public health agencies, and carry out clinical studies on how nutrition plays an important role at every stage of a woman’s life. Whether it’s providing access to fortified foods and supplements to address micronutrient gaps experienced by women at various life stages—from adolescence and reproductive years through to menopause and beyond—or collaborating with healthcare experts to keep our programs relevant, we aim to support women’s well-being in practical, evidence-based ways that reflect their lived realities across diverse regions of the world.

Empowering Through Awareness and Advocacy

We also know that open conversations matter. By encouraging dialogue—through awareness campaigns, workshops and peer networks—we’re helping to remove the stigma that can surround topics like menstrual well-being and menopause. In 2024, for example, we launched our “Global Guidance for Menopause at Work” to support employees who are experiencing menopause and andropause.

These initiatives and more are amplified through collaboration with external organizations, including NGOs and advocacy groups, to ensure we keep up to date with best practices. We strive to create a workplace where women feel seen, heard and supported throughout their health journeys.

A Longstanding Dedication and Focus on Results

This focus on women’s health isn’t new for us. It’s part of a longstanding commitment to care and responsibility. Our leadership team regularly reviews progress, listens to feedback and looks at the impact of what we do. Our efforts and policies are aimed at achieving positive outcomes, like higher retention, lower absenteeism, enhanced morale and a more engaged workforce.

A Blueprint for a Thriving Workplace

Looking ahead, I hope that our journey inspires other HR professionals and organizations. Placing women’s well-being at the center isn’t just good business; it’s the foundation for a workplace where everyone can flourish.

That’s what makes Nestlé special for me, and it’s why I’m passionate about this work.

Disclaimer: The views expressed in this article are my own and do not necessarily reflect those of Nestlé.