"We have made good progress, but more needs to be done. Reaching gender balance across all management levels is a truly ambitious journey", Sylvie Nicol, CHRO, Henkel, comments.
Henkel, a German multinational chemical and consumer goods company, has announced its ambition to reach gender parity across all management positions by 2025.
In driving this, the company aims to "significantly" increase the proportion of women at the top management levels, as well as at junior and mid-management levels, it said today (Wednesday, 8 June 2022).
Over the recent years, Henkel has "steadily increased the proportion of women in management positions", and, today, has women making up 38% of its management positions.
"We have made good progress, but more needs to be done. Reaching gender balance across all management levels is a truly ambitious journey. We are fully committed to further accelerating and stepping up our efforts with concrete programs and actions to leverage the full potential of our diversity," Sylvie Nicol, CHRO, Henkel, commented.
"We will foster more inclusive mindsets and relationships and build even more equitable and transparent structures and processes."
In its Singapore workforce, women comprise about 48% of the total managerial staff, Thomas Holenia, President of Henkel Singapore, shared. In Southeast Asia as a whole, the percentage of female managers currently stands at 42%, Tsu-Shien Teoh, President, Henkel Malaysia told Human Resources Online.
Commenting on Henkel's approach to diversity in Malaysia, she added: "At Henkel Malaysia, we are proud to contribute to a more diverse, equitable, and inclusive world. As a company, we aim to establish gender balance across all management positions, where employees can enjoy equal opportunities and resources. By increasing awareness and engaging our fellow colleagues, we hope to inspire and encourage them to improve gender equality."
Action plan to drive more gender diversity in Henkel
According to the company, to strive for more gender diversity, it will further accelerate its programmes and measures along the whole employee lifecycle – from recruitment to development and retention.
This will be done through gender-inclusive recruitment and talent attraction, a thoroughly monitored promotion and succession plan, intensive internal upskilling on diversity, unconscious bias training and inclusion programmes, expanding new working formats such as shared or part-time leadership roles, as well as further leveraging Henkel’s mentoring and networking initiatives for diversity worldwide.
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