Standard of Diversity

“What gets measured gets done!”
This wisdom has proven its validity. But how can we measure diversity?

In order to measure diversity as such and its progress, Henkel established a so called “Diversity Cockpit” that provides information on age, gender and nationality. These figures can be globally cascaded and even be broken down to business units, departments and functions.

Social indicators

Employees (as of December 31)

At 46,610, the 2012 headcount was 1 percent below the prior-year level.

Employee retention instruments, talent management, and the diversity strategy contribute to a low employee fluctuation.

Nationalities (as of December 31)

The internationality of our workforce reflects our business policy of filling local management positions with local employees, and ensuring that we have international teams at our corporate headquarters in Germany.

Percentage of women (as of December 31)

Compared with international levels, the total percentage of female employees is good. This applies to managerial staff as well. It is a result of our consistently applied diversity strategy.

Age and seniority (as of December 31)

The average age of our employees has remained constant over the years. Retirements are continuously offset by the hiring of new young employees. We thus ensure that Henkel’s workforce is a good mix of experienced older employees and younger employees whose development we can foster.

Personnel development (as of December 31)

On average, five employees per day were promoted in 2012. This demonstrates the dynamism of our company and the need for qualified young professionals. To conduct our global business successfully, international management experience is essential for our managers. The number of international job rotations is thus constantly increasing.

Employee share program (as of December 31)

Employees from 54 countries purchased some 3 million preferred shares in 2012. Around 28 percent of all employees own Henkel shares.

Employees covered by collective agreements (as of Dec. 31)

An intensive formal and informal dialogue with employee representatives has a long tradition at Henkel, even in countries where employee representation has not been established.

Social engagement (as of December 31)

The number of projects lies at about the same level as the previous year. A more focused selection of projects resulted in an increase in the number of people supported. However, the number of days off from work remained at the same level as the year before. Generally speaking, employees may request as many as five days off from work per year.

Latest news and recent discussions about Diversity issues can be found on our blog.

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