Introduction of the Company

Nestlé S.A. is a Swiss multinational food and drink

processing conglomerate corporation headquartered in
Vevey, Vaud, Switzerland. It is the largest food company in
the world, measured by revenues and other metrics, since
2014.It ranked No. 64 on the Fortune Global 500 in 2017
and No. 33 on the 2016 edition of the Forbes Global 2000
list of largest public companies.

Aerial view of Nestlé's corporate headquarters

building in Vevey, Vaud, Switzerland

Nestlé's products include baby food, medical food, bottled

water, breakfast cereals, coffee and tea, confectionery,
dairy products, ice cream, frozen food, pet foods, and
snacks. Twenty-nine of Nestlé's brands have annual sales
of over CHF1 billion (about US$1.1 billion), including
Nespresso, Nescafé, Kit Kat, Smarties, Nesquik, Stouffer's,
Vittel, and Maggi. Nestlé has 447 factories, operates in 189
countries, and employs around 339,000 people. It is one of
the main shareholders of L'Oreal, the world's largest
cosmetics company.
Nestlé was formed in 1905 by the merger of the Anglo-
Swiss Milk Company, established in 1866 by brothers
George and Charles Page, and Farine Lactée Henri Nestlé,
founded in 1866 by Henri Nestlé. The company grew
significantly during the First World War and again
following the Second World War, expanding its offerings
beyond its early condensed milk and infant formula
products. The company has made a number of corporate
acquisitions, including Crosse & Blackwell in 1950, Findus
in 1963, Libby's in 1971, Rowntree Mackintosh in 1988,
Klim in 1998, and Gerber in 2007.
The company has seen various controversies, facing
criticism and boycotts over its marketing of baby formula
as an alternative to breastfeeding in developing countries,
its reliance on child labour in cocoa production, and its
production and promotion of bottled water.

Products
Nestlé currently has over 2000 brands with a wide range of
products across a number of markets, including coffee,
bottled water, milkshakes and other beverages, breakfast
cereals, infant foods, performance and healthcare
nutrition, seasonings, soups and sauces, frozen and
refrigerated foods, and pet food.

What We Believe In
They are a people company. Their people are their
greatest strength, and nothing can be achieved without
their commitment and energy.
At Nestle Pakistan their opinion counts. Here you'll fit into
a corporate culture that's based on a set of fundamental
principles and values.
These are:
• High commitment to quality products and brands
• Respect of other cultures and traditions
• Commitment to strong work ethic
• Personal relations based on trust and mutual respect
• Proactive cooperation
• Being pragmatic rather than dogmatic
• Favoring decentralization and networking
• Being committed to work and quality
• Preferring the long-term perspective to short-term
thinking
We're proud of our traditions and heritage, and as
times change, these core values keep evolving.

How Nestle is Different

At Nestle you'll find us in a dynamic and invigorating
environment, surrounded by people who are
passionate about their work.
You'll feel empathized to contribute to the company's
business objectives and to achieve their own personal
and professional goals.
You and their colleagues shape and lead the organization
their energy is its greatest strength.

Growth
New employees are given responsibility at an early stage,
and high performers can develop fast. Their international
and multicultural working climate is conducive to
creativity, innovation and personal development. And
you'll get competitive working conditions, a
compensation package and social benefits in line with
their company's high standards. Here, you'll get the room
to add value and make a real difference. If you're
qualified and ready to confront new horizons, you'll have
the chance for a truly international career.

Learning
If you want to keep learning and improving every day of
their working life, you might fit in very detail at Nestle
Pakistan. From their very first day, you will start to
acquire new skills that may take you to the very top,
and to the furthest corners of the world. Here, you'll
thrive in an environment of lifelong knowledge
enrichment, where learning is a continuous process
rather than an occasional program or event. That's why
you'll find us working with people who want to know
more, do more and achieve more for them, and for the
organization.

Human Resource Management:

Human Resource Management (HRM) is the function
within an organization that focuses on the recruitment of,
management of, and providing direction and guidance for
the people who work in an organization. As you can
imagine, all of the processes and programs that are
touched by people are part of the HR kingdom. The
workplace processes that interact with customers and
potential employees are also components in the Human
Resource (HR) world.
The HRM department members provide the knowledge,
necessary tools, training, administrative services, coaching,
legal and management advice, and talent management
oversight that the rest of the organization needs for
successful operation.

Human Resource Management at

Nestle:
"At Nestlé, we recognize that our employees are the key to
our success and nothing can be achieved without their
engagement.This document encompasses the guidelines
which constitute a solid basis for effective Human Resources
Management throughout the Nestlé Group around the
world. It explains to all Nestlé employees the vision and
mission of the Human Resources function and illustrates
every aspect of the Nestlé employee life cycle.The Nestlé
Management and Leadership Principles inspire all the
Nestlé employees in their actions and in their dealings with
others. The Corporate Business Principles refer to all the
basic principles which Nestlé endorses and subscribes to on
a worldwide basis. Both these documents are the pillars on
which the present policy has been built.The
implementation of this policy will be inspired by sound
judgement, compliance with local market laws and
common sense, taking into account the specific context. Its
spirit should be respected under all circumstances and
could be summarised in one sentence: At Nestlé we put
people at the centre of everything we do." -Jean-Marc
Duvoisin [Deputy Executive Vice President]

Management Leadership And Employee

Involvement
Nestle recognizes the critical role of our people to ensure a
safe and healthy work environment. As an integral part of
managing the business, all Nestle managers are
accountable for managing workplace health and safety
with strong leadership and credibility. They build a
proactive safety culture by actively engaging our
employees and other relevant stakeholders to drive
implementation of all elements of our Nestle Operational
Safety, Health and Risk Management Strategy through
consultation and communication with staff at all levels
educating, training and equipping staff at all levels to
ensure that they are employed to avoid unsafe situations
and to respond rapidly to unexpected events; setting
targets and monitoring performance to drive continuous
improvement of our achievements, while providing the
needed resources to ensure a safe working environment.
Further, employees at all levels are accountable to work in
a safe manner to prevent injury to themselves and fellow
workers, and to become actively involved in programs to
improve health and safety performance in the workplace.

A Shared Responsibility
Line managers have the prime responsibility for building and
sustaining an environment where people have a sense of
personal commitment to their work and give their best to
ensure our Company’s success. They care for and develop
the leaders of tomorrow.
Line managers decide on all people matters under their
influence, within the boundaries set by the policies and
principles, acting as the final decision makers.
The Human Resources (HR) structure enables and
empowers them in establishing business needs and their
corresponding people requirements.
Therefore, the mission of HR managers and their teams is
to provide professional guidance to line managers aiming
to deliver superior business results by optimising the
performance of our people, while ensuring exemplary
working conditions.
With a ‘Nestlé in the Market’ (NiM) approach, HR has
adopted a streamlined approach to ensuring functional
leadership and the highest level of focus, clarity, and
efficiency. Our structure is based on three dedicated areas
which provide specialized services (Centres of Expertise),
deploy HR strategies within a specific business (Business
Partners) and perform transactional activities (Employee
Services).

Joining Nestlé
The long-term success of the Company depends on its
capacity to attract, retain and develop employees able to
ensure ongoing and sustainable growth. This is a primary
responsibility of all managers.The Nestlé policy is to hire
employees with personal attitudes and professional skills
enabling them to develop a long-term relationship with the
Company. Therefore, special attention will be paid to
ensure there is a strong alignment between a candidate’s
values and the Nestlé culture. Only relevant skills and
experience and adherence to the Nestlé principles will be
considered in employing a person. No consideration will be
given to a candidate’s origin, nationality, religion, race,
gender, disability, sexual orientation or age.Whilst
adequate recruitment tools may improve the hiring process,
the decision to hire a candidate remains in the hands of the
responsible manager, supported by the HR team.

Employment and working conditions at

Nestle
We are committed to providing our employees all over the
world with good working conditions, a safe and healthy
work environment, and flexible employment possibilities
that support a better balance of private and professional
life consistent with our ambition as a leading Nutrition,
Health and Wellness Company. As such, we provide
flexible working conditions whenever possible and
encourage our employees to have outside interests
especially community involvement.Those with line
management responsibilities are required to take personal
ownership of safety and health within their area of
responsibility and are encouraged to develop their
capability in this area. Nestlé’s commitment however goes
beyond its own employees. We care about all people
working inside or outside our premises under contractual
obligations with service providers and we insist that they
also take steps so that adequate working conditions are
made available to them. We believe that it is essential to
build a relationship based on trust and respect of
employees at all levels. We do not tolerate any form of
harassment or discrimination.Therefore, managers are
committed to build and sustain, with their teams, an
environment of mutual trust. HR ensures that a respectful
dialogue is present and the voice of the employees is
heard.
Recruitment Process
What we look for
It takes a special sort of person to come and work at
Nestle Pakistan.
That's why, when selecting candidates, they look for a
set of interrelated characteristics encompassing three
key areas: knowledge, personality and motivation.

Professional Knowledge
Do you have a great academic record that
demonstrates their intelligence, commitment and hard
work? Can you show us you have a sharp analytical
mind, and the drive necessary to succeed in a
competitive environment?

If you think you fit the bill, you may be right for Nestle
Pakistan.
They look for good academic results at university or
equivalent qualifications. However, the class of the
degree you have obtained, though very important, is
not the only criterion for selection. Other experiences
during their studies, previous jobs, assignments,
language theses and any other significant
extracurricular activities and achievements, are also
given the right. They look for candidates who can
identify a problem, analyze it, look at different options,
and come to reasoned conclusions. They want people
with drive and tenacity, energy and enthusiasm,

who can initiate a project and follow through to the end.

All these skills are vital during a career at Nestle
Pakistan.

Personality
To succeed at Nestle Pakistan, you need more than
professional knowledge. You need a flair for the field of
activity of their choice, an open mind, and a willingness
to dig in and learn new skills and ideas. They're looking
for applicants who are dynamic and communicative.
People, who can listen, understand and integrate the
opinion of others, people who can express their ideas
clearly, both verbally and on paper. They want people
who like to negotiate, even with very different partners,
and to solve problems in complex situations. They like
candidates who show leadership, inspire others, and are
self-confident, yet realistic. People who have a positive
attitude to work and are willing to work hard, even
under pressure. They seek people who can be objective
in their assessment of themselves and of others.

Motivation
While they expect loyalty to their company, they
expect their people to be critical and suggest
improvements wherever necessary. They like people
who are motivated themselves & can motivate others.

What Will Make You Right for Nestle?

A Nestle employee is characterized by creativity

and dynamism. They don't only look for specialists,
but people who have knowledge and skills in more
than one field, with broad interests.
To sum up, they want people with purpose and
ambition, though not at the expense of others. They
want people who take responsibility for their actions,
who consider Nestle their own business, and who
show an entrepreneurial spirit.
If you think you fit the Nestle profile, you might be just
the person they're looking for!

Recruiting process
Applying for a current job / graduate program /
internship

Please look through the vacancies and

choose which you are interested in. Create
your CV by filling out the online form.
Once the application is complete, you will receive a
confirmation message telling you that it has been
received and is being processed.
Receiving CV’s
They will review and select CVs that best match open
jobs. Please note that only completed CVs will be taken
into account.
Only selected candidates will be contacted.
In any case, you will receive an e-mail telling you when
the job you applied for has been filled.

Register for our talent pool

If there is no job opening suitable for you, you can still
register your details in our database. You will then be
considered as a potential candidate for new upcoming
positions. They regularly review CVs and jobs to try to
match registered candidates with job openings. You will
only be contacted if they find a suitable match.

The Interview

Process Graduate
Program

Applicants

Regular group interview sessions are held throughout

the year for most of the Graduate Programs. This is a
one-day sessions that consists of discussions about
potential jobs and career developments, individual
interviews with HR and line managers, group and/or
individual case studies. If you are successful at the
group stage, you will be invited for an individual
interview day with HR and line managers.

Professional applicants

You should expect a series of individual interviews

with HR and line managers. These will generally
focus on your background and motivation as they’ll
as how you likely fit Nestle's culture and values.
Internships applicants
You will be interviewed by HR as they’ll as a line
manager. These interviews will generally focus on
your background and motivation as they’ll as how
you likely fit Nestle's culture and values.

TRAINING

Management Trainee Programmed

If you're young, bright and hard working, the
Management Trainee Program may be the place for you.
They hire fresh graduates as potential managers to
develop new competencies and skills through on-the-
job development. You'll be hired in one of various
departments at inductee level on a 12-month training
program. Once you've completed the program, you will
be assigned independent responsibilities supporting the
company's business needs. They begin sourcing
Management Trainees in January. Preliminary
interviews and screening is organized according to the
graduation schedules of Pakistani and foreign
universities, and are followed by interviews with senior

management.

Ongoing development

As nutrition and our insights into nutrition evolve, so

too will our NQ Nutrition training, helping Nestle
employees to keep abreast of new developments and
maintain a high level of credibility through the breadth
and depth of our nutrition expertise.

Internships
Internships are a great way to apply the knowledge
and skills you are developing at university and get
experience in a leading corporation. They offer
project-based internship positions in various
departments at Nestle Pakistan. You may be hired as
an intern at various points during their academic
career: during undergraduate study or graduate
school. Most internship assignments are offered
during the summer months and generally run for 6 to
8 weeks.
At the end of the internship you will be required to
submit a project or program report to the company on
the topic assigned to you at the beginning of the
internship program.
If you impress us with their talent & hard work, you
may be considered for employment opportunities after
you have completed their studies.

The Nestle Human Resource Policy

This policy encompasses those guidelines which

constitute a sound basis for efficient and effective HR
Management in the Nestle Group around the world.
They are in essence flexible and dynamic and may
require adjustment to a variety of Circumstances.
Therefore its implementation will be inspired by sound
judgment, compliance with local market laws and
common sense, taking into accounts the specific
context. Its spirit should be respected under all
circumstances. As Nestle is operating on a worldwide
basis, it is essential that local legislation and practices
be respected everywhere. Also to be considered is the
degree of development of each market and its capacity
to advance in the management of their human
resource.

The Nestle Management and Leadership Principles

include the guidelines inspiring all the Nestle employees
in their action and in their dealings with others. The
Corporate Business Principles refer to all the basic
principles which Nestle endorses and subscribes to on a
worldwide basis.
Both these documents are the pillars on which the
present policy has been built.
A SHARED RESPONSIBILITY
HR managers and their staff are there to provide
professional support in handling people matters but
should not substitute themselves to the responsible
manager. Their prime responsibility is to contribute
actively to the quality of HR management throughout
the organization by proposing adequate policies,
ensuring their consistent application and coherent
implementation with fairness. Acting as business
partners, the HR manager advises and offers solutions
which results in positive impact on the organization’s
effectiveness. Furthermore, she/he proposes best
practices and provides state-of-the-art support and
counseling to her/his colleagues. Together they act as
co-responsible partners for all HR matters. This
partnership is the key for efficiency
in people management. The communication skills of
the HR staff must be appropriate to deal with all
delicate matters as they occur frequently in human
relations issues. They gain their credibility not only
from their professional contribution but also through
the care and the excellence of their communication
skills.

CAREER

MANAGEMENT

JOINING

NESTLE

The Nestle Human Resource Policy The long-term success

of the Company
Depends on its capacity to attract, retain and develop
employees able to ensure its growth on a continuing
basis. This is a primary responsibility for all managers.
The Nestle policy is to hire staff with personal attitudes
and professional skills enabling them to develop a long-
term relationship with the Company. Therefore the
potential for professional development is an essential
standard for recruitment. Each new member joining
Nestle is to become a participant in developing a
sustainable quality culture which implies a commitment
to the organization, a sense for continuous
improvement and leaves no place for complacency.
Therefore, and in view of the importance of these Nestle
values, special attention will be Paid to the matching
between a candidate’s values and the Company culture.
Hence, a clear communication of these principles and
values from the very beginning of the recruitment
process is required. Moreover, for managerial positions
specific leadership qualities and business acumen will be
required. Nestle wishes to maintain and develop its
reputation as an employer of high repute. Contacts with
universities, attendance at recruitment events and other
contacts are to be undertaken so as to ensure good
visibility of the Company vis-à-vis relevant Recruitment
sourcing. Particular care will be given to the treatment
of each Candidacy regardless of the outcome of the
selection process. Even when promoting employees
intensively from within the organization, it is the role of
management and HR to keep an eye on valuable
candidates from outside and to Benchmark internal skills
with external offers. Whilst adequate recruitment tools
may improve the hiring process, it is understood that
the decision to hire a candidate remains in the hands of
the responsible manager Supported by the HR staff.
Under no circumstances should the decision to hire or
not to hire be left in the hands of an outside consultant
or expert. As mentioned in the Nestle Management and
Leadership Principles, only relevant skills and experience
and the adherence to the above Principles will be
considered in employing a person. No consideration

will be given to a candidate’s origin, nationality,

religion, race, gender or age. It is as important to hire
the right person as it is to integrate newcomers in the
organization so that their skills and behavior can merge
smoothly with the Company culture. Whereas from
new employees it is expected to respect their
company’s culture, it is accordingly required from all
employees to show an open mind towards new ideas
and proposals coming from outside.

EMPLOYMENT AT NESTLE
The Corporate Business Principles outline the
Company’s commitment to fully endorse and to respect
a series of principles and international conventions
concerning employee’s rights, the protection of children
against child labor and other important issues. These
principles are to be respected everywhere and under all
circumstances. The management will implement the
necessary processes to ensure that these principles are
enforced at all levels. Employees who are not abiding
with the Corporate Business Principles and the Nestle
Management and Leadership Principles cannot be
maintained in employment and will be requested to
leave the organization. Also their main suppliers and
providers of out sourced services should be informed of
the Corporate Business Principles and should comply
with those. In the same way that no discrimination for
reason of origin, nationality, religion, race, Gender or
age will be tolerated when joining Nestle, no such
discrimination will be tolerated towards Nestlé’s
employees.
Furthermore, any form of harassment, moral or sexual,
will not only be prohibited but actively tracked and
eliminated. Internal Rules and regulations will explicitly
deal with discrimination and harassment issues so as to
obtain the best possible prevention. Nestle considers
that it is not enough to avoid discrimination or
harassment. It is essential to build a relationship based
on trust and respect of employees at all levels.
Therefore, it is indispensable for each manager to know
how her/his employees feel in their work. In larger units
it may be necessary to organize such feedback on a
regular basis, using internal surveys or other valuable
approaches. Nestle favors a policy of long-term
employment. Whenever, an operation activity cannot
be maintained within the Nestle sphere, reasonable
steps will be undertaken to avoid overall loss of
employment by identifying an external Business willing
to take over activity from Nestle, whenever this is
possible. If this is not possible, a closing down may be
unavoidable. It will be handled in full respect of local
legislation and of the Corporate Business Principles. A
social plan will be elaborated taking into account the
legitimate interests of the concerned staff. Reasonable
efforts will be deployed to reduce, as much as possible,
the negative Social impact of such a situation.

Knowledge transfer
Knowledge Transfer is about making the very best out
of our huge intellectual assets and resources and
ensuring that this information is shared with our partners
and within our communities. The research and business
models that have proved of great success within Nestle
have been taken on into communities and used to enable
and their other businesses and initiatives. The most
recent example of this is the participation of Nestle in
donating funds for the drilling of deep wells and the
installation of 22 community water supplies to provide
clean and safe water for some 40 000 people. The funds
are also be used to train community structures on
maintaining the pumps and improve overall hygiene
practices.

PROFESSIONAL DEVELOPMENT
Learning
Learning is part of the Company culture. Each employee,
at all levels, is conscious of the need to upgrade
continuously her/his knowledge and skills. The
willingness to learn is therefore a non- negotiable
condition to be employed by Nestle. First and foremost,
training is done on-the-job.
Guiding and coaching is part of the responsibility of each
manager and it is crucial to make each one progress in
her/his position. When formal training programs are
organized they should be purpose oriented and designed
to improve relevant skills and competencies. Therefore
they are proposed in the framework of individual
development programs.

Industrial relations
Nestle upholds the freedom of association of its
employees and the effective recognition of the right to
collective bargaining. Nestle wishes, also through its
relationship with unions and other representative
associations, to sustain the long-term development of the
Company, both to the benefit of the employees and of
the Company, by maintaining a level of competitiveness
adapted to its economic environment. Industrial relations
are a clear responsibility of local management and will
be handled at the appropriate level: first at site level
(factories, warehouse) subsequently at regional or
national level, according to local law and practices.
Nestle will ensure that direct and frequent
communication is established with its employees, both
union members and non- members, as mentioned in the
Nestle Management and Leadership Principles. Relations
with unions will be established under strict observation
of national law, local practices as they’ll as those
international recommendations to which Nestle has
adhered to on a voluntary basis as stated in the Corporate
Business Principles. Contacts with union delegates
should create a further opportunity to provide
information allowing their members and other
representative associations to acquire a full
understanding of the business activities and the goals of
Nestle. In accordance with local legislation, Nestle will
refrain from any action restricting the employee’s right
to be or not to be affiliated to a union. Nestle will not
engage with any union or other representative
association in activities or discussions other than those
relating to employment and working conditions as
they’ll as issues relating to the workplace. Whenever
negotiations take place, they will be duly prepared with
the full involvement of line management and take into
account both
the Company’s and the employees’ legitimate interest. In
dealings with unions, it will be ensured that management
prerogatives be properly maintained. The fact that Nestle
is more people and product than systems oriented is
reflected in the way HR is functioning and is organized.
Processes and systems as they’ll as professional HR
tools are there to support HR management but never to
the detriment of the human dimension. The human
perspective should be present at all times and under all
circumstances. The HR function should report to the
manager responsible for a defined operation (Region,
Market, Country, and Factory) with a functional relation
to the market HR according to the size of that operation.
The HR manager should not only have the skills and
competencies from a purely professional standpoint but
also have the charisma and the credibility to be a
trustworthy partner to her/his colleagues. Whereas the
HR function should indeed provide flawless
administrative support, its main role is to add value to
the business and to play a proactive role in every
situation where HR action is required. Specific HR KPI’s
are useful in assessing the performance of an HR unit.
However, it should be kept in mind that the HR
contribution aims in the first place at optimizing the
overall company performance through improving people
performance. With the evidence that the human capital is
of increasing importance, HR plays indeed a pivotal role
in the conception and implementation of the people
strategies that impact financial results and the
organization’s overall reputation and effectiveness.

The Nestle Spirit

Nestle is not like other companies. They have a unique
set of values and guiding principles that have been built
up over time. To try to summarize them in a sentence
or two would make them meaningless. To engender the
unique spirit that permeates the entire Nestle Group:
They believe in people, rather than systems.
They are committed to creating value for our
shareholders, but they will not favor short-term profits
at the expense of long-term business development.
They are as decentralized as our basic policy and
strategy decisions will allow.
They are committed to continuous improvement rather
than dramatic, one-off changes Above all, they are
pragmatic and not dogmatic

If these are values that strike a chord with you, spare a

few minutes to read through the questions below. If you
can tell them all with 'yes', they'd like to hear from you.

Nestle Corporate Business Principles:

Nestle is committed to the following Business

Principles in all countries, taking into account local
legislation, cultural and religious practices:

• Nestlé’s business objective, and that of management

and employees at all levels is to manufacture and
market the Company’s products in such a way as to
create value that can be sustained over the long term for
shareholders, employees, consumers, business partners
and the large number of national economies in which
Nestle operates.
• Nestle does not favor short-term profit at the expense
of successful long-term business development, but
recognizes the need to generate a healthy profit each
year in order to maintain the support of our shareholders
and the financial markets band to finance investments;
Nestle recognizes that its consumers have a sincere and
legitimate interesting the behavior, beliefs and actions
of the Company behind brands in which they place their
trust, and that without its consumers the Company
would not exist.

• Nestle believes that, as a general rule, legislation is the

most effective safeguard of responsible conduct,
although in certain areas, additional guidance to staff in
the form of voluntary business principles is beneficial in
order to ensure that the highest standards are met
throughout the organization; Nestle is conscious of the
fact that the success of a corporation is a reflection of the
professionalism, conduct and the responsible attitude of
its management and employees. Therefore recruitment
of the right people and ongoing training and
development are crucial.

Human Rights
Nestle fully supports the United Nations Global
Compact’s two guiding principles on human rights. Nestle
therefore: Supports and respects the protection of
international human rights within its sphere of influence

Child Labor
It is generally acknowledged that the causes of child
labor are complex and include poverty, differing stages
of economic development, social values and cultural
circumstances. Nestle believes policy development must
take into account the social and legal situation of
individual countries. Action to eliminate child labor
must be guided by the best interests of the child, as ill-
considered policies and commercial measures can make
the situation worse for children.

Protection of the Environment

Since its early days Nestle has been committed to
environmentally sound business practices throughout the
world and continues to make substantial environmental
investments. In this way Nestle contributes to
sustainable development by meeting the needs of the
present without compromising the ability of future
generations to meet their own needs. The Nestle Policy
on the Environment underlines this commitment. Nestle
also adheres to the International Chamber of Commerce
(ICC) Business Charter for Sustainable Development.
This Charter requires the establishment of policies,
programs and practices for conducting operations in an
environmentally sound manner. Nestle fully supports the
United Nations Global Compact’s three guiding
principles on environment.

Responsibility to environment
In line with Nestlé’s global commitment, Nestle
Pakistan is dedicated to playing its role in helping to
protect the environment. They comply with the
Environmental Act (1997), and try to ensure that at
every stage of our operations, the environmental impact
is minimal.
Thus, at the raw materials stage, they support
sustainable agricultural and dairy farming practices,
including environmental protection. When it comes to
production, all our factories try to maximize eco-
efficiency, i.e. increase production while minimizing
resource consumption, waste and emissions. Our
factories are equipped with complete testing and
monitoring facilities for waste and air emissions. To
eliminate air pollution, they have stopped using heavy
fuel oil in our factories, which are now run on clean
natural gas. This has reduced our emissions into the
atmosphere to they’ll below the legal limits. Our
Sheikhupura & Kabirwala factories have elaborate water
treatment systems to prevent wastewater from polluting
the environment. Natural gas incinerators at our
Sheikhupura & Kabirwala factories are used to safely
dispose of material that cannot be recycled & dumped.
Our factories have environment committees to manage
routine environment issues and review performance.
Environmental impact assessment is done in advance for
every new project and measures are adopted to
minimize adverse impacts on the environment. Our
employees regularly undergo training to inculcate
awareness about environment-friendly practices.

Earthquake Relief
In October 2005, the biggest natural calamity in our
history struck Pakistan. Thousands died and millions
they are left homeless after a massive earthquake hit our
mountainous northern areas. In step with the rest of the
nation, Nestle Pakistan responded immediately, putting
its infrastructure and resources to work in the affected
areas. Nestle employees worked tirelessly to bring aid to
earthquake victims. They are immeasurably proud of our
people for their contributions: Nestle employees donated
Rs 3.3 million from their own salaries. Nestle employees
in other countries also stepped forward and donated to
the Nestle relief fund. Five teams of staff volunteers
worked day and night in the affected areas to ensure that
relief goods got where they are needed. A medical
detailing team worked with the students of King Edward
Medical University, Lahore, to collect medicines worth
Rs 175,000. Our parent company, Nestle SA has donated
an additional Rs 16 million for reconstruction and
rehabilitation work.