We are strengthening our leadership team, rewarding talent and performance, and increasing the diversity of our workforce.
Developing strong leaders
As part of our focus on developing strong leaders, we have defined new leadership principles which will provide guidance on how to manage the complexity of leadership roles and inspire our global teams. With the new Leadership Development series, for example, a mandatory training program for all people managers, we support them from their first operational leadership tasks up to advanced, strategically relevant leadership responsibilities.
Talents & Performance
To attract and retain talents globally, we will strengthen our employer brand and continue to concentrate on making Henkel a highly attractive employer. This includes competitive compensation and reward programs that are strongly linked to performance, as well as attractive career development opportunities in different businesses, offering international experience and participation in challenging projects.
Managing diversity as a competitive asset
As a diverse employee base with different cultural and professional backgrounds provides a competitive advantage, we promote diversity by actively managing the dimensions of nationality, age, and gender. We strive to increase the international composition of our teams, leverage the experience of our senior colleagues and systematically support female career development, while at the same time providing the right infrastructure in terms of flexible working models. In 2012, we reinforced the importance of flexible work arrangements for both employees and the company. All Board Members and our top management have demonstrated their strong commitment to flexible working and a culture of performance orientation at Henkel by signing our “Charter of Work-Life Flexibility.”