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Diversity & Inclusion

Our markets and products are diverse, and so are our people. Diversity describes the individual differences that make Henkel unique – visible differences like gender and invisible differences like experience, values, education, sexual orientation, origin or religious background. If individual differences complement each other well within a team and if every employee is appreciated, real inclusion can be achieved. Henkel wants to create an inclusive working environment in which every employee is valued and individualperformance is recognized. At Henkel, we take a holistic approach to diversity & inclusion, and foster a corporate culture that embraces the inclusion and appreciation of individual differences. A special focus lies upon the among others on the dimensions of gender, cultures and mindset. 

Gender

  • Our goal is to continually increase the share of female representation at all levels of the organization. Worldwide, women make up about 35 percent of our workforce. 
  • The share of women in leadership positions has developed positively in recent years, increasing in the period between 2003 and 2019, from 22 percent to 36 percent. 
  • Henkel supports its employees in maintaining a healthy work-life flexibility, to balance their work and personal commitments. We can only make full use of the skills and talents of all our employees if we support them in successfully meeting the challenges of family and career.

Culture

  • Henkel employs more than 52,000 employees from 120 nations.
  • About 85 percent of our employees work outside of Germany.
  • In 2019, the share of sales from emerging markets equaled 40 percent.
  • In our HR policy, we pursue what we call a “Triple Two Philosophy.” Triple Two means that in the course of their career, managers are offered the opportunity to gain experience in at least two functions, countries and business units.

Mindset

  • Mindset diversity means embracing and valuing all different ways of thinking, perspectives and opinions. 
  • We are convinced that it is a key competitive edge that allows better decisions and successful innovations, which results in better business performance.
  • As part of the Newcomer’s Pulse Check, we measure how different opinions are valued in the organization.

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