Diversity, equity, and inclusivity (DEI) in an organization help bring unique perspectives and ideas to create more innovative, productive, and resilient enterprises. It also contributes to equality of opportunity and treatment in the workplace at all stages of the employment relationship, including recruitment, retention, promotion, remuneration, and access to training and skills development.
The gender gap in organizations has narrowed over the past three decades, giving easier labour mobility worldwide. There has also been increasing global awareness regarding the right to a dignified and respectful workplace irrespective of the sexual orientation and ethnicity of the employees, which promotes an open and inclusive workplace. However, labour market disruption due to the COVID-19 has had devastating consequences globally. According to International Labour Organization (ILO), women’s employment declined by 5% globally in 2020 compared with around 4% for men.
DEI is critical to the business performance of the consumer sector, which encompasses retailers and consumer-packaged goods manufacturers, since consumers want to buy goods that reflect their values, wants, and needs. Consumers are expecting more from brands than ever before, and retailers must honor DEI. Understanding the brand, setting DEI commitments from the top, delivering on the commitments, recruiting from diverse pools, and creating a supportive environment can all contribute to DEI.
Henkel AG & Co KGaA (Henkel) is a manufacturer and marketer of consumer and industrial products. The company’s product portfolio includes adhesives, sealants, functional coatings, hair cosmetics, hair salon products, oral care, skin care, body care products, laundry detergents and additives, hard surface cleaners, toilet care, air care, and insect control products. The company markets these products under the brand names Persil, Purex, Pril, Dial, Dynamo, Bref, Schwarzkopf, Syoss, Loctite, Technomelt, and Bonderite.
In 2021, Henkel reported 36.7% women participation in its workforce, an increase of 0.6 percentage points over 2020. During the same year, women’s participation was 38.1% at the managers’ level and 27.6% at the top managers’ (Senior Vice-Presidents, Management Circles I and IIa) level.
Henkel’s core dimension of diversity is gender and it considers that gender diversity plays a decisive role when it comes to success. Hence, the company strives to achieve gender parity across all management levels by 2025.
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