Stefan Mund, Regional Head, Henkel Consumer Brands Professional North America09.25.23
Diversity, equity and inclusion (DEI) is not just a corporate buzz term – it has become a major business priority, especially in the beauty and personal care industry.
A recent Mintel study revealed that nearly half of beauty product users say they shop from brands who value diversity and inclusivity. For companies, creating products for all demographics must remain a top priority to keep up with consumer demand. Both the business and ethical imperatives behind diversity are driving Henkel North America to embed DEI into all parts of the company’s business, from employee engagement to product innovation.
At Henkel, building a culture of belonging and providing employees with the right educational resources to better understand and prioritize DEI is important to the successful integration and celebration of diverse perspectives in our innovation process.
Fostering a culture that supports emotional connections is indispensable to employee engagement, as people are more motivated to achieve on behalf of an organization when they feel supported by peers and leadership along each step of their career journey. Open dialogue and access to educational materials helps employees understand why DEI is important to the business and helps them define the role they play in helping to create a more equitable workplace and society.
Henkel North America does this by maintaining an environment where all employees can feel a sense of belonging and are empowered to contribute. Our Employee Resource Groups (ERGs)—a network of 8 affinity groups with 19 chapters—are a key enabler. These employee-led groups are actively working to help build a spirit of belonging and sense of trust within Henkel and the community. The groups host events, partner with organizations dedicated to supporting underserved communities, and collaborate with each other to advance Henkel’s DEI priorities.
One highlight from this year was the annual ERG Symposium held at Henkel’s Culver City, CA office, home to the #AcademyofHair. Business leaders and ERG leaders joined together to help the local community through volunteering at the LA Regional Food Bank, recognize the efforts of ERGs, and plan what’s next to accelerate and elevate their impact. Open forums like this are important to ensuring employees are heard and aligned with business priorities.
It’s also important for employees to have the proper resources to build brands and product portfolios that reflect the needs of our diverse consumer base. This year, Henkel launched an internal brand inclusion digital toolkit to help employees mindfully embed diversity, equity, and inclusion in its innovation, launch, and go-to-market planning. The toolkit was created in collaboration with brand diversity experts to facilitate consideration of products that will appeal to a broader audience throughout the development process. It compiles case studies, a glossary with inclusive terminology, and more.
Diversity, equity and inclusion should always be top of mind for companies, internally and externally. For Henkel North America, advancing DEI initiatives throughout our brands and in all areas of the business allows us to be the best-possible ally to our employees, communities, customers and partners.
A recent Mintel study revealed that nearly half of beauty product users say they shop from brands who value diversity and inclusivity. For companies, creating products for all demographics must remain a top priority to keep up with consumer demand. Both the business and ethical imperatives behind diversity are driving Henkel North America to embed DEI into all parts of the company’s business, from employee engagement to product innovation.
At Henkel, building a culture of belonging and providing employees with the right educational resources to better understand and prioritize DEI is important to the successful integration and celebration of diverse perspectives in our innovation process.
Establishing a Culture that Celebrates Diversity
Companies are more likely to be successful when employees are engaged and understand how their work contributes to the overall success of a company. In fact, research shows that companies that have an engaged employee base see 18% more productivity (in terms of sales) and 23% more in profitability.Fostering a culture that supports emotional connections is indispensable to employee engagement, as people are more motivated to achieve on behalf of an organization when they feel supported by peers and leadership along each step of their career journey. Open dialogue and access to educational materials helps employees understand why DEI is important to the business and helps them define the role they play in helping to create a more equitable workplace and society.
Henkel North America does this by maintaining an environment where all employees can feel a sense of belonging and are empowered to contribute. Our Employee Resource Groups (ERGs)—a network of 8 affinity groups with 19 chapters—are a key enabler. These employee-led groups are actively working to help build a spirit of belonging and sense of trust within Henkel and the community. The groups host events, partner with organizations dedicated to supporting underserved communities, and collaborate with each other to advance Henkel’s DEI priorities.
One highlight from this year was the annual ERG Symposium held at Henkel’s Culver City, CA office, home to the #AcademyofHair. Business leaders and ERG leaders joined together to help the local community through volunteering at the LA Regional Food Bank, recognize the efforts of ERGs, and plan what’s next to accelerate and elevate their impact. Open forums like this are important to ensuring employees are heard and aligned with business priorities.
Providing Employees with Tools and Resources
Continuous education is key in driving our DEI strategy. We offer tools and resources from weekly virtual micro-lessons to larger-scale events like expert speakers, leadership panels, and topical workshops on the many facets of diversity in the workplace. This programming is designed to provide employees with individual opportunities to make contributions to Henkel’s commitment to strengthening our culture, and act as allies for each other and the communities we serve.It’s also important for employees to have the proper resources to build brands and product portfolios that reflect the needs of our diverse consumer base. This year, Henkel launched an internal brand inclusion digital toolkit to help employees mindfully embed diversity, equity, and inclusion in its innovation, launch, and go-to-market planning. The toolkit was created in collaboration with brand diversity experts to facilitate consideration of products that will appeal to a broader audience throughout the development process. It compiles case studies, a glossary with inclusive terminology, and more.
Diversity, equity and inclusion should always be top of mind for companies, internally and externally. For Henkel North America, advancing DEI initiatives throughout our brands and in all areas of the business allows us to be the best-possible ally to our employees, communities, customers and partners.
