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Our strength comes from our people. By promoting inclusion and supporting the development of women and young talent, we are creating an environment where everyone has the opportunity to thrive and contribute.”
Xavier Aliaga Roiget
Group Human Resources Director
At ECCBC, we believe that our people are the foundation of long-term business resilience and sustainable growth. Operating across 13 African markets requires strong local leadership, an inclusive culture and a workforce equipped to respond to evolving business, social and environmental challenges.
Our People Strategy is designed to create long-term value for employees, communities and business by developing talent, strengthening inclusion and fostering a responsible workplace where every employee has the opportunity to contribute, grow and thrive. This approach aligns our human capital priorities with ECCBC’s broader sustainability ambitions and supports the delivery of our long-term business strategy.
Our strategy is built around three interconnected priorities:
- Strengthening inclusive leadership by promoting diversity, equity and equal opportunities across all levels of the organization.
- Building future capabilities through continuous learning, leadership development, internal mobility and investment in young talent.
- Embedding a culture of well-being, health and safety that enables employees to perform at their best while protecting their physical and mental well-being.
1
Promote Diversity, Equity & Inclusion (DE&I)
At ECCBC, diversity reflects the markets in which we operate, and inclusion ensures that diverse perspectives translate into stronger decisions, collaboration and business performance. Our approach is to embed inclusion into core people processes, including hiring, development, promotion and talent reviews, so that opportunity is increasingly shaped by capability, performance and potential across genders, backgrounds and geographies.
In 2025, ECCBC continued to strengthen inclusive culture through targeted initiatives. In Algeria, the Group hosted an Inclusion & Diversity Family Day focused on equal opportunity, unconscious bias and inclusive leadership. ECCBC also launched an Intercultural Skills Development Programme with Learnlight to strengthen intercultural awareness, global mindset capabilities and collaboration across multicultural teams. Together, these actions support a more inclusive culture and reinforce the Group’s broader talent architecture built around Performance, Succession, Individual Development, Internal Mobility and Growth Culture.
2
Advance Gender Equality and Leadership Representation
Advancing women’s representation across the talent pipeline is a strategic priority for ECCBC and an important lever for strengthening long-term leadership depth. In 2025, women represented 31% of the Group’s talent pipeline. ECCBC has set a clear ambition to increase this to 35% by 2027 and 40% by 2030, with talent gender diversity tracked as a strategic KPI and reviewed through CEO and ExCo talent governance.
ECCBC is increasingly embedding gender diversity within its core talent management processes, including succession planning, leadership development, internal mobility and readiness reviews. This reflects a more structural approach to women’s advancement, focused not only on representation, but also on strengthening the progression and readiness of female talent for future leadership roles. Women’s Day initiatives across Business Units continued to provide platforms for visibility, dialogue and leadership engagement, while Pink October campaigns reinforced ECCBC’s commitment to women’s well-being.
3
Promote Diversity, Equity & Inclusion (DE&I)
At ECCBC, diversity reflects the markets in which we operate, and inclusion ensures that diverse perspectives translate into stronger decisions, collaboration and business performance. Our approach is to embed inclusion into core people processes, including hiring, development, promotion and talent reviews, so that opportunity is increasingly shaped by capability, performance and potential across genders, backgrounds and geographies.
In 2025, ECCBC continued to strengthen inclusive culture through targeted initiatives. In Algeria, the Group hosted an Inclusion & Diversity Family Day focused on equal opportunity, unconscious bias and inclusive leadership. ECCBC also launched an Intercultural Skills Development Programme with Learnlight to strengthen intercultural awareness, global mindset capabilities and collaboration across multicultural teams. Together, these actions support a more inclusive culture and reinforce the Group’s broader talent architecture built around Performance, Succession, Individual Development, Internal Mobility and Growth Culture.
4
Promote Employee Well-Being, Health and Safety
ECCBC recognizes that operational excellence depends on a workforce that is safe, healthy and engaged.
Across the Group, health awareness campaigns, well-being initiatives and employee engagement programmes support preventive care and contribute to physical and mental well-being. In 2025, ECCBC supported a Workforce Mental Health project in partnership with local health professionals and community organizations, including a free psychological clinic, home visits and awareness sessions aimed at reducing stigma around mental health.
ECCBC also continued to reinforce its health and safety culture across manufacturing, logistics and fleet operations through awareness, structured reporting, safe behaviour reinforcement and leadership accountability. During the reporting period, the Group implemented the QUALITYONE Platform – HSE Module to harmonize reporting and follow-up of incidents, near misses, unsafe conditions and corrective actions. By improving data visibility and trend analysis, the platform supports faster learning, stronger prevention and better-informed decision-making across sites and management teams.
Concluding statement
ECCBC’s People Strategy reflects our commitment to responsible human capital management and recognizes that sustainable business performance depends on empowered people, inclusive leadership and safe, healthy workplaces. By integrating diversity and inclusion, capability development, employee well-being and leadership succession into a coherent people agenda, we are strengthening organizational resilience while creating lasting value for our employees, communities and stakeholders.
