At Henkel, diversity, equity and inclusion is a business imperative and form an integral part of our corporate culture. We are convinced that a diversified workforce, as well as an open and inclusive corporate culture, are essential success factors and the foundation of our competitive advantage in a globalized world.
在汉高，多元化、公平性和包容性是企业的当务之急，也是我们企业文化不可或缺的一部分。我们坚信，多元化的团队以及开放包容的企业文化是成功的重要因素，也是我们在全球化世界中竞争优势的基础。
Among the DEI core dimensions, gender equity is one of the most significant that we are convinced to play a decisive role when it comes to our success. We also believe that it is our social responsibility to provide equal access to opportunities for all genders in the workplace and beyond. We have underpinned our commitment to gender equality with our 2025 Gender Parity Ambition.
在 DEI 核心维度中，性别平等是我们确信在成功方面发挥决定性作用的最重要的维度之一。我们还认为，为工作场所内外的所有性别提供平等的机会是我们的社会责任。我们通过 2025 年性别平等雄心壮志巩固了我们对性别平等的承诺。
We strive to achieve gender parity (50/50) across all management levels by 2025. 我们力争到 2025 年在所有管理层实现性别平等 （50/50）。
We aim to reach a significant step-up on our Top management levels as well as build the pipeline for future leadership position on the management levels below. 我们的目标是在高层管理级别上取得重大进展，并为以下管理层的未来领导职位建立管道。
Under the continuous driving of this ambition, we have holistic approach along three strategic pillars throughout the career journey, which are: Career and Development, Corporate Social Responsibility, and Inclusive Cultural Enhancement.
在这一雄心壮志的持续推动下，我们在整个职业生涯中围绕三大战略支柱采取了整体方法，即：职业与发展、企业社会责任和包容性文化提升。
Career and Development 职业与发展
Hiring Excellence 卓越招聘
Gender inclusive recruitment is on the forefront to help us drive our Gender Parity Ambition. Mindset change training is for every hiring manager to ensure the diverse gender pipeline for interviews. A clear guidance is also provided to attract and employ best-qualified people for an excellent, diverse team. The interviewers are educated to always bear in mind that they should understand their role throughout the hiring journey for external & internal talents, and act as Henkel ambassador. They would consider the potential of candidates regardless of gender, and get the best growth opportunity for the team.
性别包容性招聘是帮助我们推动性别平等雄心的最前沿。心态改变培训适用于每位招聘经理，以确保面试的性别渠道多样化。还为吸引和雇用提供了明确的指导最合格的人才，打造一个优秀、多元化的团队。面试官被教育始终牢记，他们应该在整个外部和内部人才招聘过程中了解自己的角色，并担任汉高大使。他们会考虑候选人的潜力，不分性别，并为团队获得最佳的成长机会。
Inclusive benefits 包容性福利
Some regions in Henkel have leading practices in high harmonized maternity leave standard. Parental leave is to be upgraded as well to help female employees reintegrate into work environment smoothly when they were back.
汉高的一些地区在高度统一的产假标准方面拥有领先的实践。育儿假也将升级，以帮助女员工在回来后顺利地重新融入工作环境。
Promotion 升职
Male and female are evaluated in the same way and have equal opportunities on promotion path. Training and workshops are cascaded for people managers to identify the potential stereotypes and hack the bias. The figures so far this year indicates that, in Henkel Gr China, female is 1.5 times more likely to be promoted comparing with male.
男性和女性以相同的方式进行评估，并且在晋升道路上拥有平等的机会。培训和研讨会是级联的，供人事经理识别潜在的刻板印象并打破偏见。今年迄今为止的数据显示，在汉高集团中国，女性晋升的可能性是男性的1.5倍。
Cross team coaching and mentoring 跨团队辅导和指导
To promote career growth of women across all SBUs and functions, Growomen program was launched as a development-driven, global mentoring program, focusing on future female leaders. 1:1 regular exchange and group meetings among mentees and mentors are both organized to share the insights and experience about career and personal growth. Beyond standard career mentoring, female special needs are more likely to be considered.
为了促进所有SBU和职能部门女性的职业发展，Growomen计划作为发展驱动的全球指导计划启动，重点关注未来的女性领导者。学员和导师之间定期组织一对一交流和小组会议，分享有关职业和个人成长的见解和经验。除了标准的职业指导之外，女性的特殊需求更有可能被考虑。
Corporate Social Responsibility 企业社会责任
Support female scientists’ success 支持女科学家的成功
We recognize and value the achievements of outstanding female talents, especially in STEMM(Science, Technology, Engineering, Mathematics and Medicine) So we hosted campaigns for female scientists to build professional networking. We found Martha Schwarzkopf Award for Women in Science in the area of hair and scalp health. This year is 2nd time of Martha Schwarzkopf Award, which is open to all female researchers globally to win the prize.
我们认可并重视杰出女性人才的成就，特别是在STEMM（科学，技术，工程，数学和医学）方面，因此我们举办了雇主声誉活动，以建立专业网络。我们在头发和头皮健康领域找到了玛莎·施瓦茨科普夫女性科学奖。这是玛莎·施瓦茨科普夫奖的第二次奖项评选，该奖项向全球所有女性研究人员开放，以赢得该奖项。
Early engagement in young generation 鼓励年轻一代女性的早期参与
We also co-hosted Girls in STEMM event with WEC for two consecutive years to inspire young girls to take their studies and career planning to STEMM areas. More than 50 high school girls participated in workshops and lab tours at Henkel’s leading technology facility and explore the career opportunity as female scientist.
我们还连续两年与WEC共同举办“STEMM中的女孩”活动，以激励年轻女孩将学习和职业规划带到STEMM领域。60多名高中女生参加了汉高领先技术设施的研讨会和实验室参观，并探索了作为女科学家的职业机会。
Inclusive Cultural Enhancement 包容性文化提升
DEI Survey/FGD and continuous actions DEI 调查/FGD 和持续行动
In APAC region, DEI survey as well as Focus Group Discussion are run yearly to understand employees’ engagement level and figure out where can be further improved. It focused on 3 topics, which are DEI, career progression and wellbeing. We continuously pay attention to what employees mostly care about and take actions to build a more inclusive working environment and hit the points.
在亚太地区，DEI 调查和焦点小组讨论每年进行一次，以了解员工的敬业度，并找出可以进一步改进的地方。它侧重于 3 个主题，即 DEI、职业发展和福祉。我们持续关注员工最关心的事情，并采取行动构建更具包容性的工作环境并击中要点。
Employee Resource Group 员工资源小组
Henkel Gr China has formed the first employee resource group (ERG) in 2022 to connect employees and provide an invaluable platform to voice out. The leadership team also empower employees and provide them with the resources they needed to create a culture of inclusion.
汉高中国于2022年成立了第一个员工资源小组（ERG），以连接员工并提供宝贵的发声平台。领导团队还赋予员工权力，并为他们提供创造包容性文化所需的资源。
DEI Joint Event DEI 联合活动
On the 25th of September， 2023, we hosted a joint event organized by Henkel, HPE, FedEx and WEC to discuss the topic about “The Challenges of Retaining Female Employees.” This is not our first time to build connection with other company to deep dive in female topics. We are hoping to generate new insights from all these workshops and exchange best practices on female development, and finally make it happen.
2023年9 月 25 日，我们举办了由汉高、慧与中国、联邦快递和 WEC 组织的联合活动，讨论“留住女性员工的挑战”这一主题。这不是我们第一次与其他公司建立联系，深入研究女性话题。我们希望从所有这些研讨会中产生新的见解，并交流有关女性发展的最佳实践，并最终实现这一目标。