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More Henkel Corporate Reporting 2014
As part of our strategic priority “Inspire,” we are focusing on three areas: strong leadership, developing talent and rewarding performance, and increasing the diversity of our workforce.
Leading diverse and increasingly virtual teams in times of ongoing change, increasing globalization and complexity is one of the biggest leadership challenges. Our Leadership Principles provide a clear framework and guidance for our managers and leaders to manage their teams successfully.
In order to deepen the understanding of these principles, we developed with the Harvard Business School a Leadership Forum for all our senior leaders. This program combines knowledge exchange between Henkel’s top managers and peers with insights from renowned Harvard professors. One third of our senior leadership team participated in the pilot program in August 2014; the remainder will take part in 2015.
Especially for talent development in emerging markets, we designed and successfully launched the EXCEED program. It aims to strengthen our pipeline of strong leaders to support our growth ambitions. Thanks to the interaction with top management and peers in the program, EXCEED allows the participants to build diverse networks for their future leadership career.
In 2014, Henkel was again recognized as a highly attractive employer. We were ranked among leading companies in several employer ratings such as “Top Employer 2014” in Europe and in the Middle East.
In order to further strengthen our local management teams in emerging markets, we started a customized and focused initiative with six top international MBA schools that have a high share of students from these markets. We provide these schools with exclusive insights into Henkel’s businesses in order to attract the best talents at an early stage.
Our annual Development Round Table (DRT) has become an integral part of talent development and performance management at Henkel over the past six years. At the DRT, we evaluate in one integrated process the performance and development potential of all managers worldwide, around 10,250 individuals. This allows us to identify talents with strong development potential and to actively manage their careers within Henkel. In 2014, we promoted around 1,150 employees.
We are convinced that diversity fosters the creativity and innovation required for success in a globalized and dynamic environment. Our strong focus on diversity and inclusion helps to capture new business, fuel innovation and attract and retain the best employees. We systematically encourage female career development and provide the corresponding framework and opportunities. As a result, we increased the share of female managers to around 33 percent of our global leadership team by the end of 2014 (excluding acquisitions).