Diversity within the Company is one of Henkel’s ingredients for success. We are convinced that the different cultures and skills of our employees help us to understand our markets better, underpinning our long-term success. It is also a source of creative, innovative and economic strength. We therefore further each employee’s abilities and appreciate their individual characters and special qualities as valuable to the company. This appreciation is embodied in our Code of Conduct and the Code of Teamwork & Leadership. Henkel has publicly demonstrated its commitment to diversity, for example by signing the Diversity Charter. And in 2007, we established an organizational unit for Global Diversity Management.

Henkel relies on employees whose experience, talents and skills reflect the diversity of its markets and customers. The growing international character of Henkel therefore calls for the establishment of worldwide human resources structures. A major challenge is the creation of a global corporate culture, one which encourages all employees to take individual responsibility for their thoughts and actions.

Due to the development of new markets, the proportion of employees working outside Germany is steadily increasing and is currently around 81 percent.

Diversity Management has a long tradition at Henkel and is a component of our corporate culture. We want people of different origins and ages, and with a variety of individual abilities, to work together effectively and happily at our Company. We strive to identify and eliminate barriers that limit individual development perspectives. In 2006, on the basis of our “diversity cockpit,” we formulated a variety of objectives and programs to promote even greater diversity at Henkel. This cockpit shows a trio of diversity factors – age, gender and internationality – in Henkel’s worldwide management structure.

Worldwide, 9,200 employees hold managerial positions. The share of women in management is about 25 percent. In total, about 6,550 non-German managers from 80 countries were working for Henkel at the end of 2007.

In response to demographic developments in western industrial countries, we offer our employees an extensive range of services designed to promote healthy living. These include medical check-ups, lifestyle advice, and advice on making the transition from work to retirement.

Balancing family and career is a topical sociopolitical theme in many countries today and is a focal aspect of diversity management. We know that we can only use the abilities and talents of our employees to the best effect by helping them to master the challenges of combining the demands of family and career.

Henkel supports its employees in their efforts to coordinate their dedication to their careers and their plans for their private lives. The Family and Career working group develops objectives and solutions for the Company’s German sites. Special attention is given to providing day care for children under 3 years of age. In 2006, the number of day care places at the Düsseldorf site was more than tripled, to a total of 26. In addition, the external “Family Service” bureau and Henkel’s “Social Services” help employees in Germany to locate day care facilities for their children or for other family members who require care and attention. They can also put employees in touch with specialist personnel and, if necessary, provide advice.

In Austria, Henkel cooperates with the “Employee Service”  company to offer its employees comprehensive advice and support in regard to conflict mediation, health, pregnancy and family matters. In Spain, together with service provider “Más Vida Red” (More Life Net), Henkel is establishing a program at its sites offering a variety of courses and services on the theme of family and career.

Further recognition of Henkel’s family-conscious human resources policy. In Germany, we were presented with the “audit beruf und familie” (family and career audit) certificate of the non-profit Hertie Foundation. The audit – under the patronage of Federal Family Minister Dr. Ursula von der Leyen – is a management tool designed to promote and continuously improve a family-conscious corporate culture. It has come to be regarded as the seal of quality for family-friendly human resources policies.

In 2006, Germany’s Federal Minister for Family Affairs, Dr. Ursula von der Leyen, appointed Kasper Rorsted, Chairman of the Management Board of Henkel AG &  Co. KGaA, to be North Rhine-Westphalia’s ambassador for the “Success Factor Family” corporate social responsibility program. Further top managers have been chosen to represent the other 15 federal states.

The Dial Corporation, which joined Henkel in March 2004, supports a core human resources development program which promotes awareness and sensitivity in the workplace. All new employees are expected to complete this program within their first year with the Company. In 2006, 127 new employees  attended workshops designed to increase their attentiveness and sensitivity to other cultures, ethnic backgrounds, religions, and ways of thinking. On the basis of these principles, we intend to roll out this program, suitably adapted to reflect local conditions, for all new Henkel employees in the USA in 2007.

Dial has also established a customized leadership development program for women and members of minorities who have the potential and readiness to advance to higher levels of leadership. The program gives the participants a better understanding of their strengths and weaknesses and helps them to further develop their skills with the support of a coach, a mentor, and the other participants. The initial results are very promising; after two years, about 70 percent of the participants had improved their management qualifications.

In collaboration with ANAND, a manufacturer of automotive components and systems, Henkel Teroson operates a joint venture company in India which is a partner of the SNS Foundation. Among its other activities, the SNS Foundation works to alleviate poverty and to promote equal opportunities.
With the help of the SNS Foundation, the recruitment of employees at the three sites of the joint venture has been adapted to the local circumstances. The aim is to ensure that different regional population groups and women are appropriately represented. The Chennai site has made particularly good progress. At present, 40 percent of its engineers are women.

Henkel Technologies has a workforce of 207 at its Sabana Grande site, where it produces adhesives for the electrical and automotive industries. Ten disabled employees work at the site in a variety of functions - from shop-floor to management level.

With its long-term commitment to being an equal opportunity employer, Henkel Puerto Rico helps disabled people to find challenging work that suits their qualifications and thus improves their quality of life. The company benefits, too, as the commitment and motivation of their disabled colleagues is an example for everybody at the site.

The company has received several awards in recent years for its successful integration of disabled people - in 2001, from the governor of Puerto Rico; and in 2002 and 2003, from the Mayor of Sabana Grande and the State Council for Vocational Rehabilitation." In 2005, Henkel Puerto Rico took a leading role in preparing the annual convention for the non-profit organization “Consortum Futuros Inc.” Consortum Futuros Inc. is composed of industry representatives, whose mission is to promote the inclusion and integration of qualified individuals with disabilities in the workplace.