Henkel Annual Report 2019
70
The Company
Shares and bonds
Corporate governance
Combined management report
Fundamental principles
of the Group
Economic report
Henkel AG & Co. KGaA
(condensed version
according to the German
Commercial Code [HGB])
Risks and opportunities report
Forecast
Consolidated financial statements
Further information
As an international company with numerous sites and three
business units in the industrial and consumer business sectors,
we offer a wide variety of career opportunities. Job rotations
that transcend departmental and country boundaries give
our managers the chance to gain a wealth of experience, to
strengthen their intercultural skills and to build a broad
network of contacts.
We value diversity in our workforce. Women account for
35.7 percent of the managers in our company. The key to
diversity is to create the necessary framework conditions to
enable our employees, male and female, to reconcile their
careers with their personal lives. For years, the age structure of
our employees has remained constant and well balanced. We
equally promote all generations at Henkel and take into con-
sideration different life phases. For example, we actively help
families to achieve a balance between career and home life by
offering childcare facilities and social services. Three kinder-
gartens at our head office in Düsseldorf can accommodate
240 children. In 2015, Henkel’s first kindergarten outside
Germany opened in Bratislava, Slovakia. We want to actively
shape demographic change at Henkel through the implemen-
tation of various partial retirement models. At the same time,
we encourage the targeted, cross-generational training of
qualified newcomers by having their experienced colleagues
coach them in direct preparation for a specific role. This ensures
that we keep many years of knowledge passed on within Henkel
and enhances the company’s future viability. We also offer
events focusing on social law and psychosocial topics for all
Henkel employees regardless of age. The formats differ, with
Lunch & Learn sessions, informative events, seminars and
workshops all part of the mix. We want the diversity in our
workforce to reflect the diversity in our customer structure.
103
Employees by activity
Research and Production and
development 5% engineering 54 %
Administration 15 %
Marketing, selling
and distribution 26 %
At December 31, 2019
Energized and empowered teams
The great importance we attach to our employees is firmly
anchored in Henkel’s strategic priorities and values. We hold
regular assessment meetings and provide open feedback to
specifically promote the development of our people. Our
globally standardized assessment process includes an annual
evaluation of the potential of our employees and, independently
of this, an appraisal of their performance against pre-agreed
role expectations. In 2019, we separated the process stages
governing performance and potential assessments for the first
time. They had previously been combined into one step. We
are convinced that this procedure helps us to specifically
support the long-term career plans of our employees while
building a workforce that is fit for the future and able to
actively embrace challenges and changes going forward. Indi-
vidual training programs and potential career moves are also
discussed. We support our line managers in these activities by
providing digital HR systems that are also being increasingly
enabled for mobile use.