| Objective |
Status |
| Continuous improvement of the performance- and value-based corporate culture. |
Clear focus on improving leadership skills and increased emphasis on and discussion of our Codes. |
| Promotion of diversity within the Company. Objective: The experience and abilities of our employees should reflect the diversity of our markets and customers. This includes increasing the percentage of women in management positions and assuring appropriate representation of the various nationalities and age groups in the workforce. |
The proportion of women in management positions has increased by 0.8 percent annually since 2002. In November 2007 we created the position of Global Diversity Manager at Henkel. |
| Positioning Henkel as an employer of choice for high-potential students. |
Creation of partnerships with selected university departments and stronger presence at universities through joint appearances with the operative business sectors. |
| Harmonization of worldwide human resources information systems and personnel data by 2010. |
At the end of 2007, 70 percent of the worldwide personnel data were available on SAP platforms. |
| Encouraging greater acceptance of responsibility by Henkel’s business partners. |
In our dealings with business partners, we point out the necessity to take a more active approach to corporate social engagement, as we ourselves have done through Henkel Smile. |
| Greater support to be provided through Henkel Smile for communities in structurally weak regions where Henkel sites are located. |
In 2007, 88 projects in structurally weak regions were supported with additional financial aid of more than 300,000 euros. |
| Further internationalization of the employee competence pool, the MIT Network. |
Instruments are being developed for this purpose. |
