Shaping the future of work means embracing change with purpose and clarity. As digital transformation accelerates and global challenges reshape expectations, agile ways of working and adaptive leadership are more relevant than ever before. While digital tools and artificial intelligence enhance how we connect, create, and make decisions, they also empower teams to respond quickly and collaboratively. And as a global, diverse and multigenerational workforce requires new ways of leadership, it also requires a corporate culture that aligns with individual lifestyles: offering flexibility and personal growth opportunities that reflect the values of both people and companies.
WORK, WELLBEING & CULTURELeading with purpose, fostering a sense of belonging
A workplace built for growth, flexibility and belonging
At Henkel, we have defined our idea of the future of work in our Smart Work concept: It is flexible, digital, and agile. Being present in the office does not equal creating the greatest output or impact. While some roles require on-site presence, many are hybrid, with mobile work possible up to 40 percent of the time. Our offices remain a vital place for innovation, connection, and culture. Supporting work-life balance also means enabling careers and families to coexist. From flexible work models to childcare infrastructure like our kindergartens at headquarters, we’re committed to helping employees thrive – professionally and personally. Henkel offers a gender-neutral parental leave guideline for all employees worldwide, including eight weeks of fully paid parental leave, regardless of gender, biological parent status, or family type. This global standard promotes equal parenting, supports diverse caregiving roles, and reflects Henkel’s commitment to inclusion and a future-ready workplace culture. It also positions Henkel as the first DAX40 company to implement such a policy globally.
Through this initiative, we want to support parents and challenge traditional gender roles, enabling everyone to participate equally in childcare. However, addressing this inequality is not the sole objective of our new global standard. It also positions us to meet the expectations of the future workforce.
Sylvie Nicol, Executive Vice President Human Resources, Infrastructure and Sustainability
A workplace and workforce that are future-ready will require a mix of skills: resilience that enables individuals and organizations to adapt to rapid change, embrace uncertainty, and turn challenges into opportunities for growth. An agile mindset and methods that allow teams to keep up with the constantly changing demands and needs of work life. And the willingness to stay curious and open for lifelong learning. Recent studies by leading research institutions show that a substantial share of current jobs will be transformed or significantly changed by AI by 2050. A successful and future-ready workforce will therefore be one that continues learning, evolving and adapting in step with advancing technologies, with Henkel actively supporting employees on this journey through targeted upskilling formats and initiatives, enabling and guiding through developments such as AI.
Lifelong learning: education and development as foundation for a future-ready team
For over a century, vocational training has been a cornerstone of Henkel’s culture: a program dedicated to nurturing talent and developing skilled professionals. What began 100 years ago with 15 technical apprentices has evolved into a diverse training landscape, offering 25 occupations and five dual study programs – shaped by transformation, growth, and new opportunities. It reflects not only a proud tradition and an integral part of our history, but above all, a vital key to the future. In times of transformation, it is often young talents – with their fresh perspectives and practical expertise – who inject new energy and help drive change. Rapid technological advances, shifting job profiles, and societal trends continuously present new challenges for vocational training.
To stay ahead, Henkel consistently evolves its learning programs for all employees, ensuring they meet the needs of today’s challenges and the demands of tomorrow’s world of work. We foster a culture of lifelong learning, encouraging employees to continuously develop their skills, explore new knowledge, and adapt to an ever-changing world. Through tailored programs, a annual global learning festival, and digital learning opportunities, we empower professional and personal growth throughout their careers.
Multiple generations, one workplace: why generational leadership matters
Our work environment is undergoing a major shift – driven by changing values, rapid technological progress, and a workforce that now spans four generations. As Baby Boomers near retirement and Gen Z enters the workplace in full force, organizations face a complex mix of expectations, communication styles, and work habits. This generational diversity brings both challenges and opportunities for collaboration, innovation, and growth. And it calls for a new kind of leadership. What exactly is “generational leadership”? Generational leadership means leading with empathy and adaptability across age groups: It’s not about managing generations separately, but about creating a culture where diverse experiences, values, and skills come together. This leadership style focuses on fairness, flexible structures, and personalized development, making sure everyone feels seen, heard, and empowered to grow – no matter their age.
I believe leadership is a continuous journey. Just because you've reached a leadership position doesn't automatically make you a great leader. You have to constantly reflect, challenge who you are, how you lead, make yourself vulnerable, and accept your weaknesses to drive progress.
Sylvie Nicol, Executive Vice President Human Resources, Infrastructure and Sustainability
Diversity, Equity & Inclusion: Creating a sense of belonging
Our strength lies in the rich diversity of our people: their unique backgrounds, experiences, and perspectives. Valuing and embracing these individual differences is what gives us a competitive edge.
126 nationalities
working together at Henkel in more than
75 countries
43%
of women across management levels globally
55%
of our
employees
originate from
emerging markets
More than
50 ERGs
are active
worldwide
What makes a workplace truly inclusive? Often, it’s the people driving change from within. At Henkel, we spark change through our Employee Resource Groups (ERGs). ERGs are voluntary, employee-led communities united by common values, interests, or passions. These groups collaborate to foster organizational change and amplify the voices of their members. In essence, ERGs exist both through and for the people they represent. The ERGs activities usually follow a practice-oriented approach and in the more than 50 different groups at Henkel, focus topics range from global LGBTQ+ to Unidos! – a network for the Latin American community – to Beyond Differences, a group promoting cultural differences. The goal: giving everyone a voice and creating a sense of belonging.
Building on our rich tradition of 150 years, our corporate culture rests on a foundation of trust and shared values, empowering us to foster belonging and drive innovations and sustainable value. As pioneers at heart for the good of generations, we bring our purpose to life – everyday by shaping progress within and beyond our organization.
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