In order to emphasize and promote the diversity strategy in the new Group structure as a management holding company as a top management issue, the Diversity Council was established in 2016. The vision of the Diversity Council: We set standards in our diversity management, thereby sustainably improving our diversity culture and the diversity KPIs and thus making a significant contribution to our business success.
For us, diversity is more than just a social and political obligation.
Diversity exists - by its very nature - whenever people come together. We don't see it as a game of arithmetic, but as a cultural dynamic that should be experienced positively by everyone. To successfully utilize all dimensions of diversity, our goal at Evonik is to promote an open-minded attitude and appreciative behaviors.
I support the implementation of our diversity strategy through bundling our initiatives under one roof and trying to give diversity relevant topics a stage on our Diversity council.
"We don't need a gender quota in order to bring about change" – that used to be my prejudice. But in fact, we do need concrete goals if we want to be able to fulfill our expectations regarding the benefits of diversity.
In my opinion diversity is essential to business as well as being a social necessity.
I act as a role model for our diversity culture by using my international experience to identify international talents and help to get them networked in the global organization.
By embracing diversity, Evonik will attract a wider range of candidates.We will be viewed as a more progressive organization where employees are more likely to be engaged and motivated.
I am supporting the implementation of our diversity strategy by setting up mixed teams that extend across regions. This is how we are creating an open corporate culture that boosts creativity and promotes more innovative ideas.
Working with different people from different cultures, gender and background creates an open mindset which is essential for driving innovation. I will actively support the internationalization of the innovation organization by strengthening our core RD&I sites in the regions. I will also encourage short-erm transfers between regions to gain new insights and allow our employees a change of perspective.
Being a woman, mother and wife and still having a career in an international environment never had anything to do with diversity for me. However, in taking on leadership responsibility for more and more people, I realized how much effort it takes to build an inclusive culture.
In my professional career before and at Evonik, I had the chance to collaborate with colleagues of different professional backgrounds, from various places around the world and in different stages of their career developments. The advantages of such diverse working environments included a boosted team performance, strengthened team spirit and lots of enjoyment of working together.
Diversity is the multiplicity of opinions and perspectives in the hunt for the best solution. Diversity also thrives on contradiction. Controversial debates are not an unpleasant side effect, but, in my view, precisely the point. In my experience, diversity – when accompanied by tolerance and respect – promotes personal development and thus creativity.
WE MEASURE DIVERSITY
We can only manage what we can measure. “Trust facts rather than your gut feeling” is one of our key mottos.
UNMEASURABLE DIVERSITY COUNTS
Equally important for us are the different ways of thinking and perspectives that result from factors such as different religions and ways of life. We cannot and do not want to measure these, but we know that they enrich us.