Individual investors and gender similarities in an emerging stock market

Please accept our cookies to get the best experience of our website. There are some features that may not work without cookies. To find out more about the cookies we use, visit our cookie information page. The diversity of our employees, their backgrounds, experiences, talents, knowledge, creativity and the appreciation of all their individual differences are the foundation for our competitive advantage. As a globally operating company, Henkel employs people from over nations in more than 75 countries.

Over 80 percent of our employees work outside Germany, and more than half of them in emerging markets. We believe that a company culture focused on diversity and inclusion is the key driver of creativity, innovation and invention.

We have a strong commitment to bringing together the right mix in teams from across our global organization. We are convinced that diverse teams stimulate innovation and new ways of problem solving; yet they need an inclusive culture and leadership to help them function at their best. They enable us to leverage our knowledge, creativity and diverse experiences in order to turn good ideas into great innovations. That is why we actively promote it among our employees, raise awareness and foster an environment that welcomes and embraces different perspectives, cultures and diversity of thought.

It is not only an approach to meet the needs of increasingly diverse markets and stakeholders through providing creative and innovative products, services, and solutions. But it is also a company commitment to support an inclusive culture and management practice to leverage our full potential. This is why we put particular emphasis on strengthening inclusive leadership. One of our five corporate values is: We value, challenge and reward our people. That means we are a global team united by a strong set of values.

We treat each other with respect, develop our capabilities and promote diversity in all relevant dimensions. We take personal responsibility, always act with integrity and lead by example. With employees from more than countries, cultural diversity is a well-established part of our daily life at Henkel.

The share of women in management positions has been increased to around 34 percent. This reflects an annual increase of around 1 percentage point in the last ten years. To conduct our global business successfully, international management experience is essential for our managers. We want to create value — for our customers and consumers, for our teams and our people, for our shareholders as well as for the wider society and communities in which we operate.

Here is a selected overview of rewards and voluntary declarations of intent Henkel signed. Diversity at Henkel is the variety of talents, mindsets, perspectives, qualities, abilities and attributes of our employees and business partners, which makes Henkel unique and contributes to creativity, innovation and sustainable business success.

It is about the individual differences within our company that make us strong and more successful — both visible, e. Inclusion enables a multifaceted mix of people to complement each other in cohesive, high-performing teams.

It is important to remember that inclusiveness is not about treating people the same, but about recognizing and appreciating all sorts of both visible and invisible differences. At Henkel we take a holistic approach and embrace all aspects of diversity. Our markets, products and customers are strongly affected by globalization, proven by the fact that they are becoming more and more diverse.

Thus, the different backgrounds and diverse abilities of our employees are invaluable for our understanding of our stakeholders and markets. When we talk about diversity and the valuable differences that each of us brings, we should be aware that not all differences are immediately visible. Each of us is unique and it is this uniqueness that we aspire to capture. At Henkel, we strive for a balanced workforce in terms of gender, different generations and cultural backgrounds.

There are many more dimensions that define us as individuals, such as educational background, family and relationships, mindset or personal experiences. But only considering all individual properties of our employees we completely embrace our diversity.

Hence, the essential efforts within our diversity and inclusion approach are on the mindset change towards an open and inclusive company culture that values all differences as well as similarities and where all our employees are treated with dignity, respect and appreciation.

As globalization increases, demographics and lifestyle change, we need to reflect these developments affecting our workforce and our external stakeholders. We believe that embracing diversity opens up a wealth of opportunities. The diversity of our employees, their backgrounds, knowledge and expertise makes the difference in a highly competitive, international environment. By profiting from the creativity, knowledge and international mentality of our employees, we are able to come up with new approaches and transform good ideas into successful innovations.

This enables us to build strong, synergistic relationships with our consumers, customers, suppliers and colleagues. Thus the business case for having a diverse workforce is compelling: Enterprises that appreciate and effectively manage diversity and inclusion will clearly take the lead with regards to their employees, their war for talents and their competition. Leading inclusively is in our key focus. Inclusive leaders create a culture where everyone has a voice, and that voice is truly valued and respected.

We strive for a company culture where everyone is responsible for their own inclusive behavior. When we ignite enthusiasm, motivation, respect and commitment we are more successful. This leads to greater innovation, diversity of thought and creativity and therefore to a higher performing team. Actions speak louder than words. Our global programs and initiatives are testament to our commitment to a diverse and inclusive working environment.

Whether it is about flexible working, career development, training and consultancy, employee resource groups, childcare, eldercare, or employee well-being nirmalbang india market nse stock trading you can learn more about what we do below. Henkel recognizes the importance of Work-Life Flexibility in enhancing performance, motivation, productivity and efficiency on a sustainable basis.

We are aware of the challenges employees may face in combining their personal and professional commitments. Our goal is to enable a work environment that delivers the right tools and flexibility to suit the various needs. For us, a trust-based approach with focus on performance and not on presenteeism is the way to create both excellent business results and personal flexibility.

Some of the types of flexible working models we offer include: Our Individual investors and gender similarities in an emerging stock market Board expressed their commitment to flexible working when signing the Charter of Work-Life Flexibility in We expect our leaders to support flexible working at Henkel as part of their responsibilities.

Since flexible working arrangements play a crucial role for virtually all life stages and professions, we are open for individual flexible solutions that serve the proactive design of work-life flexibility for our employees. A major focus of our talent management is our Triple Two philosophy: Throughout their careers, talents gain experience in at least two job roles in two different countries and ludacris money maker youtube two business fields.

Our Triple-Two Career Development Program begins to develop our future leaders from the very start of their career. In a global organization, it is important that we have employees who are business and culture savvy, adapting quickly to new environments, are open minded, culturally sensitive, and great communicators. Our program is structured around two countries, two business units and two areas of responsibility. Major fields are e. Employees benefit from a variety of vocational training, eLearning, coaching or classroom training.

Life-long learning — on-the-job, in training, bse buy nse short stock term your peers or digitally on the screen. Henkel's success is determined by the knowledge and skills of our employees. Continuous employee development and associated life-long learning are therefore highly important. In addition to how to get money on farming simulator 2016 ps3 learning in the workplace, our employees also spend an average of two days a year attending training courses for professional and personal development.

Our aspiration is life-long learning: Dialog is important to us! We communicate on relevant diversity and inclusion topics and events via different communication channels within and outside the company. As opinion formers we ensure that our messages have global appeal and that our campaigns and tools are ahead in terms of innovation and creativity.

We work in partnership with the market consensus value required return stock to really understand their perspectives and consult with them to ensure powerful, effective and lasting outcomes.

Our teams are encouraged to deeply root openness for diversity as well as inclusive behavior within our company. On the other hand, we foster exchange and initiate sharing of expertise with external parties, such as universities, diversity experts or peer groups and enterprises.

Our diversity unites us. Diversity exists in every region, in every country and in every team. Diversity is not only about gender, but also about nationalities, seniority, cultural and religious backgrounds, sexual orientation, values and mindsets.

All these factors build the foundation for an inclusive company culture. If individual differences complement each other well within a team and if every single employee is appreciated, history of forex market in pakistan inclusion can be achieved.

Our diverse workforce and inclusive company culture are key factors for our global success. We aspire to create a company culture where the appreciation of differences — meaning inclusion — is inherent in the way we treat each other.

Additionally, the campaign was rounded off by the Global Diversity Weeks. The goal of those weeks which were fully packed with virtual and local events, activities and initiatives was to offer our employees the unique chance to experience Diversity Henkel. The outstanding pictorial language that was used during the campaign was created by the artist Guido Daniele. He used images of hands and fingers to express our Diversity, but also our connection through Inclusion: Hand gestures often express our most immediate and most obvious thoughts, i.

We use our hands when we argue, when we discuss and when we talk, sometime even without thinking about it.

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The same gestures can also have an important meaning in different cultures and are therefore interpreted differently. Our employees' health is crucial to us. This is why we care about the health and performance capabilities of our employees. All around the globe we offer various kinds of health services and preventive programs to guard against workplace-related risks and to support all employees in staying fit.

Our healthcare programs are tailored to meet local requirements and include free medical consultation, health screening, health workshops, fitness programs, ergonomic assessment or specialist coaching. Work and family are inextricably linked. Henkel provides a number of services to support employees with children in combining personal life and career aspirations.

Such measures include e.

We are committed to supporting our employees when they are facing such situations and aim to offer consultancy by our local support team or employee assistance programs. This could be by providing a change in work arrangements like flexible working or any other practical guidance and consultancy through one of our social services team or local employee assistance programs.

Coming together, exchanging views, insights and experiences are key to fostering respect and inclusion. We encourage employees to form resource groups that are of mutual benefit to both the employees and our company. Our affinity groups, both global and local, are open to everyone and connect colleagues with a shared interest.

They offer a platform for sharing experience, providing mentoring and gaining insights. At Henkel, we have a variety of employee resource groups including those interested in female leadership, expatriate working, parenting, internships, and ethnic minorities. Take a look at our latest awards and recognitions. For the seventh year in a row, the Cannon Falls facility was recognized as one of the best places to work in Southeast Minnesota by Work Force Development.

Recipients of the award completed a survey that included metrics on growth rate, internal promotions, training, benefits, community involvement and more.

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InHenkel Argentina was included in the ranking of the Best Employers in the country, developed by the prestigious Apertura magazine. The study that was the base for the award highlighted the companies with the most innovative HR practices. Henkel in Mexico has been awarded the Great Place to Work certification, based on an analysis conducted on the employees, from the Great Place to Work Institute. Thereby we show our commitment to our social responsibility and the respect we have towards differences as well as similarities.

Find an excerpt here:. Henkel France signed the Diversity Charter in and underlined its importance for doing business at Henkel. Intop executives signed the Diversity Charter in a Town Hall Meeting, underlining the importance of its values for the company.

IMS is an organization in France partnering with Henkel that promotes Corporate Social Responsibility, a healthy working environment, diversity, equal opportunity, and inclusive business behavior. The German Diversity Award was implemented inrewarding individuals as well as companies with respect to their commitment to Diversity in the workplace. Henkel is one of its initiators and partners. Since the establishment of the Charter of Diversity inmore than companies and institutions have confessed to the contents of the Charter.

Henkel was one of the first companies that has committed itself to the Charter and is a founding member of the association which continues the initiative as a charitable organization since Sitemap Contact Imprint Terms of Use Privacy Statement Cookies Note for US Residents. Henkel's Global Website System. Henkel in the Media. Contact Add to my collection Share Print Page.

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EconPapers: Individual investors and gender similarities in an emerging stock market

More than 60 nations in our headquarters. Enable our employees to better understand our markets, customers and consumers Attract, retain and promote the best talents Enhance competencies of our employees to build high-performing and inclusive global teams Be recognized as a leader in diversity and inclusion management.

Work-Life Flexibility Talent Management Communi-cations Services for Employees Resource Groups. What we offer A major focus of our talent management is our Triple Two philosophy: Find an excerpt here: