Groceryshop Day 2: Shaping the Future: How Campbell Soup Company and Danone Champion Women Leaders

Groceryshop, an annual conference for grocery and CPG businesses and their partners, brought the topic of diversity, equity, and inclusion (DEI) to the forefront on Day 2 of their event held in Las Vegas, Nevada, from September 19 to 21, 2023. The conference assists businesses in navigating the evolving grocery landscape, catering to both startups and established brands.

The interactive keynote session, titled "Empowering Women Leaders," featured three trailblazing women in C-suite positions. Anne Mezzenga, Co-CEO of Omni Talk, Wendy Nunnelley, Chief Strategy and Transformation Officer at Danone North America and Sarah Hofstetter, Member of the Board of Directors at Campbell Soup Company, engaged in a discussion about their personal journeys and how their organizations are working to support women and diverse candidates in achieving and excelling in leadership and board positions.

During the panel discussion, four key topics were addressed: untraditional career paths, reshaping recruitment, self-advocacy, and the advancement of DEI initiatives within organizations.

Defying Conventional Career Paths

Both Hofstetter and Nunnelley defied conventional career paths on their journeys to becoming visionary leaders.

"I don't fit into a single mold," remarked Hofstetter, reflecting on her transition from journalism to becoming the youngest member of Campbell's Soup Company's Board of Directors. Leveraging her storytelling skills, she bridged the gap between consumer behavior and marketing readiness. In her current role, Hofstetter serves as the voice of the customer, advocating for emerging digital trends and their significance to marketers. Her diverse perspective, encompassing digital expertise and insights into consumer behavior, made her a valuable addition to Campbell's board, which now boasts a well-rounded mix of traditional skill sets as well as a focus on digital technology and cybersecurity, among others.

Hofstetter emphasized the importance of having both female and male advocates who recognized her potential and provided honest feedback throughout her career journey.

Nunnelley also stressed her unconventional career path, which involved a range of experiences, from commercial roles at Coca-Cola to revenue management positions at Diageo. She expressed her ability to create value from her diverse experiences that didn't follow a linear trajectory.

Reshaping Recruitment: Hiring Beyond the "Ideal Candidate"

"We need to broaden our recruitment beyond referrals," stated Hofstetter, emphasizing the importance of avoiding homogeneity within organizations. She shared that during the hiring process, she asks candidates, "When was the first time you made money by choice?" This question helps showcase a candidate's grit, a quality that cannot be taught like technical skills. Hofstetter focuses on passion, grit, and curiosity when seeking the "ideal candidate," especially those who may not fit the traditional job role requirements.

In contrast, Nunnelley takes a different approach to recruiting, placing great importance on the power of networks. She believes so strongly in the value of networking that she dedicates time each week to connect with people.

Nunnelley advised, "Don't feel guilty about networking; it's part of your job to recruit great talent."

The Importance of Self-Assessment and Advocacy

"Many people struggle with self-advocacy," noted Hofstetter. She encouraged women to be open to constructive feedback and demonstrate a commitment to self-improvement. One way to do this is through a company's review and self-assessment process. Hofstetter urged the audience to use this opportunity to create their "highlight reel" and to highlight their team's accomplishments, fostering a culture of generosity and team-oriented leadership.

Hofstetter concluded, "Great leaders don't shine the spotlight on themselves; they highlight the work their teams do."

Advancing DEI Initiatives within Organizations

Regarding DEI initiatives, both leaders shared insights from their respective organizations.

Danone has increased its percentage of diverse hires by five percentage points, and the most recent intern class consisted of 40% diverse hires, not including women.

Nunnelley expressed pride in the progress made by her organization but also acknowledged the need for continued improvement, stating, "I'm proud of where we are, and I'm also constructively discontent about how far we still need to go."

To advance DEI, Hofstetter emphasized the importance of companies creating diverse and inclusive workforces and recognizing that hiring practices and requirements must evolve to reflect this commitment.

The commitment to building diverse teams, celebrating representation, and championing change is evident across the grocery industry. However, the journey toward advancing diversity is far from complete. If we want to achieve gender equity within our children's lifetimes, organizations like Groceryshop, Campbell's Soup Company, Danone, and their partners must maintain a "constructively discontent" attitude regarding current progress.

Posted at MediaVillage through the Thought Leadership self-publishing platform.

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