Question 1

What’s the diversity like among leaders and senior roles at Ahold Delhaize USA?

Accepted Answer

At Ahold Delhaize USA, leadership is shaped by a strong focus on developing talent from within and building supportive, high-performing teams. Associates often describe the leadership bench as a reflection of a culture where career growth, internal mobility and leadership development are actively supported.

Many leaders have advanced within the organization, with associates pointing to internal promotions, cross-functional career paths and development opportunities as clear indicators that pathways into senior roles are accessible. This approach helps ensure leaders bring deep knowledge of the business, its people and the communities it serves.

Ahold Delhaize USA reinforces this through structured talent planning, leadership development programs and ongoing performance and career conversations that prepare associates for expanded responsibilities over time. Associate EmPact Networks further support this environment by fostering connection, strengthening leadership skills, and creating opportunities to engage across teams.

The company’s focus on culture and talent development is reinforced through external recognition. Ahold Delhaize USA holds many prestigious designations such as Progressive Grocers’ Top 100 Food Retailers in North America, a Built In 2025 Best Place to Work for Workplace Culture, and a Top Employer for 2026 by the Top Employers Institute. In addition, Ahold Delhaize USA associates are regularly recognized on lists for being top women in grocery and industry-leading emerging talent.

As the company shared in its Top Employer recognition, “This recognition reflects the strength of our Winning Together culture and the dedication of our associates across the organization. When our teams feel valued and supported, they are better positioned to innovate, collaborate, and deliver for our companies and the communities we serve.”

Overall, Ahold Delhaize USA takes a holistic approach to leadership development by investing in people, creating opportunities to grow and supporting associates as they build long-term careers and step into leadership roles over time.

Question 2

How does Ahold Delhaize USA ensure its hiring process is inclusive and fair?

Accepted Answer

Ahold Delhaize USA promotes a supportive and fair hiring process by using clear, standardized practices designed to help candidates understand what to expect throughout the recruitment journey. Rather than relying on informal or subjective decision-making, teams use defined role requirements, structured interviews and standardized evaluation criteria to assess candidates based on skills, experience and job readiness.

Associates involved in hiring leverage clear job descriptions and consistent interview formats, as practices that help ensure candidates are evaluated fairly across teams and roles. Interviewers receive guidance on effective interviewing and bias awareness, helping promote thoughtful, evidence-based hiring decisions.

Ahold Delhaize USA also works to broaden access to opportunities by engaging with a range of external talent sources and professional communities that expand candidate pipelines. These efforts support reaching qualified candidates with varied backgrounds while maintaining consistent hiring standards.

Once hired, associates experience equitable onboarding and support, with clear expectations, access to resources and early connections to teams and People Leaders. This consistency helps new associates receive the preparation and support they need from day one, regardless of role or background.

Leadership reinforces consistent hiring by setting clear expectations for hiring practices, reviewing talent and hiring outcomes, and continuously refining processes to improve candidate experience and consistency. By embedding fairness into how roles are defined, interviews are conducted, and decisions are made, Ahold Delhaize USA aims to ensure that opportunities are accessible and that hiring outcomes reflect merit, readiness and long-term potential.

Question 3

What practices support belonging and inclusion at Ahold Delhaize USA?

Accepted Answer

Ahold Delhaize USA fosters a workplace culture grounded in connection, respect and engagement through practices integrated into daily operations. These efforts include associate EmPact Networks that encourage professional growth and relationship-building, training that promotes collaboration and respectful interactions, benefits designed to support associates across different life stages, and feedback channels that provide opportunities to share input safely and confidentially. Together, these practices are embedded within business processes and team environments, reinforcing a supportive workplace experience rather than functioning as standalone initiatives.

Associates often point to psychological safety, the ability to show up authentically, active participation in EmPact Networks, and visible leadership support as indicators that associates feel supported in practice. Many describe belonging as showing up in how teams communicate, how decisions are made, and how different perspectives are encouraged and respected.

This experience is reflected in associate feedback. More than 80% of associates reported feeling a strong sense of belonging, demonstrating that these efforts are both visible and meaningful across the organization.

Overall, Ahold Delhaize USA approaches connection, respect and engagement as part of its broader culture, focusing on how associates are supported, how teams collaborate and creating an environment where all people can contribute and grow.