Henkelis a large international company and carries several brands The company has a diverse portfolio and holds leading positions in both the industrial and consumer sectors with three business units – Adhesive Technologies, Laundry & Home Care and Beauty Care. The company has a long history and now exists for more than 140 years. Today, Henkel employs 52,000 people worldwide. Diversiteit en inclusie (D&I) maken integraal deel uit van de bedrijfscultuur van Henkel. A conversation about D&I with Andrea Hermanns, Senior HR Business Partner Henkel Global Supply Chain, and warm advocate of D&I
‘Many people think that Henkel is a German company, but we are actually very international and diverse and have employees from 120 different countries. “Many people think that Henkel is a German company, but we are actually very international and diverse and have employees from 120 different countries.Diversity is firmly embedded in our corporate culture. One example is how we are doing in terms of gender diversity: 35.7 percent of our managers are women.
Fifteen years ago I started at Henkel as an intern in the then Recruitment Team at the headquarters in Düsseldorf, Germany. I was given the opportunity to take over several responsibilities within HR. When our new headquarters opened in Amsterdam five years ago, I joined the Henkel Global Supply Chain team. I have since become the Senior HR Business Partner there. The Amsterdam office directs the global supply chain, procurement processes, standards and strategies for the three business units. Here in Amsterdam we also have a very diverse team of more than 200 employees, almost 40 different nationalities, coming from very different industries and with many cultural backgrounds and mindsets. In addition to my role as HR Business Partner, I am passionate and serious about diversity and inclusion within Henkel. That is why I am very happy to be driving our D&I roadmap in the Netherlands and Belgium.
Support from the top
D&I has always been an integral part of our corporate culture, and this is strongly supported by our Board of Directors. D&I is also an important part of our global HR strategy, which is driven from our headquarters in Düsseldorf. We have an extensive diversity network in each region with agents and ambassadors from all business units and functions. Important diversity dimensions for us are gender, ethnicity, age, sexual orientation, work disability, as well as religion and ways of thinking. The biggest focus worldwide is on gender and ethnicity.
Movement around D&I
From the Amsterdam-based Henkel Global Supply Chain office, we signed the Diversity Charter last year to demonstrate our commitment to D&I. We then also kicked off local D&I activities with an internal event. Colleagues then showed a keen interest in going deeper into this topic. Colleagues then showed great interest in going deeper into this topic.
This D&I project is shaped by a team of 20 colleagues with different leadership positions, diverse cultural backgrounds and ways of thinking. We work together voluntarily within this team to shape the future D&I roadmap. I strongly believe that such a diverse team is a great incentive to implement diversity and bring about change in the company. After analyzing our current and future challenges, we decided to focus first on gender equality, inclusion and diversity of thought. We formulated a clear roadmap, including activities to drive change in the organization.
Examples of activities within D&I
In terms of gender equality, our goal is to further increase the proportion of women within senior management positions. Together with the Executive Board, we formulated measures to improve the various processes of recruitment and career development. In addition, we partnered with “TEDxAmsterdam Women” to provide extensive networking opportunities for our female employees. On March 8, we celebrated International Women’s Day with the entire Global Supply Chain team to raise awareness for gender equality.
Furthermore, we looked for the opportunity to make digital-thinking talent more visible within our team, with the main goal of creating a better understanding of their roles and projects within the team and giving them a stage. This resulted in a new internal event: “Meet the Digitalists!“. There was a lot of interest from colleagues for this and now the second edition is ready to be launched!
In the area of inclusion, the team works to create a culture where employees can be themselves, be proud to be part of Henkel and have a strong sense of belonging! The goal is to encourage all employees to become the best version of themselves. Activities for greater inclusion vary widely: simple life hacks, activities that bind colleagues more strongly to our brands and innovations, a survey to better map the status and perception of D&I within departments or engaging ways to engage new colleagues in a more personal way.
What I look back on very positively was the event ‘Creating Belonging: Let’s Talk about Ethnical Diversity & Black Lives Matter.‘ The topic of Black Lives Matter was the focus here. We wanted to do something that would be authentic and reflective and provide learning opportunities for the team. We wanted to do something that would be authentic and reflective and provide learning opportunities for the team. This led to a wonderful, inspiring and open dialogue.
Especially this year during the corona crisis, I experienced very open and authentic leadership, showing great compassion and putting the health and safety of employees first.
Leaders set the standard
D&I starts at the top! Leaders’ daily behavior sets the standard for others, especially on D&I issues. If this behavior is consistent with the company’s shared values and purpose, then it is a really powerful tool and creates a corporate culture where everyone becomes the best version of themselves and can develop themselves.
We have further shaped the importance of leadership within Henkel through four leadership principles for all employees. These guide our leaders and other employees and set the tone and attitude we want in the company. D&I is embedded in these four leadership principles.
Facing challenges
During a webinar offered to our team during Diversity Day on Oct. 6, we began a 66-day challenge to work on being more inclusive. My personal challenge for the next 66 days is to examine more closely whether I have always included everyone and especially whether I have given more of a stage to colleagues who are not naturally the first to speak. I personally prefer to speak of authentic and inclusive leadership, rather than male or female leadership. I believe we need authentic leaders who naturally embrace diversity and inclusion, who are strong allies and mentors to others. Men can be those strong allies for women; women can sometimes be bolder, including in building important networks.
Proud to work at Henkel
I think we have very inspiring leaders at Henkel. Especially this year during the corona crisis, I experienced very open and authentic leadership, showing great compassion and putting the health and safety of employees first. “I have never felt so much like a Henkelaner,” I have heard a lot on the shop floor in recent months.erende leaders have at Henkel. “I have never felt so much like a Henkelaner,” I have heard a lot on the shop floor in recent months.erende leaders have at Henkel.
Want to learn more about authentic leadership? Then listen to episode #4 Leadership of the podcast series “Being Yourself Works.