Henkel launched a 2025 gender parity target for all senior positions and ‘Let’s Discuss!’ sessions to allow successful women in STEM roles to share their journey in STEM and how they overcame gender challenges.
A disabilities toolkit enabled employees and leaders to understand how to support people with disabilities, with particular emphasis on neurological disabilities. A toolkit was also launched to support the LGBT+ community, raising awareness of the importance of allyship.
Henkel UK’s Diversity, Equity and Inclusion Steering Committee, whose members represent all areas and levels of the business, allows all employees a voice to contribute freely. The DEI survey established a baseline using honest, anonymous feedback, which was then shared company-wide along with the action plan.
The Everywoman platform was delivered to all employees, including men, to push women forward and build male allyship. Under the global DEI network, Henkel UK rolled out webinars, elearning sessions and awareness initiatives on key DEI topics such as microaggression, Black History Month, European Diversity Month, menopause and International Women’s Day.
Through the Steering Committee, employee forums, learning opportunities and the visibility of its DEI programme, Henkel UK enables all employees to respond and contribute to company-wide DEI change. Its Inclusion Upskilling programme provides insights and resources to understand what underpins DEI, identify hidden barriers and become a change agent – and has seen high participation.
Access to Work users have been involved in training for managers, learning skills to adopt the right practices to accommodate all needs. Communications are sent out using colour and visual tailoring, and verbal messages are shared in smaller groups to accommodate all communication levels/abilities with manager training being adapted to meet specific needs.
“I’m impressed with Henkel’s holistic and strategic approach in establishing a baseline through demographic data and actively seeking employee views to derive an action plan with ownership across the organisation.”
Shakil Butt – Culture Pioneers judge, award-winning HR and leadership specialist, D&I consultant.