Women in Business

When women earn the money / Wenn Frauen das Geld verdienen

August 16th, 2010 by Astrid Bosten | No Comments »

On tuesday evening the ZDF-show „37 Grad“ reported about women who earn more money than their husbands. At Henkel we actively support women to have a successful career, therefore this show was interesting for us. Just a few years ago the gender roles were clearly seperated: the man was the bread-earner. Women mostly worked part-time, if they worked at all. But the times have changed and nowadays it’s not a rarity that women earn more money than their husbands. In every tenth househould, women take the financial responsibility.

The TV-show pursued the questions how couples deal with the situation and how the gender roles are being re-defined. Three different couples were introduced, all of them with a different background. Two of the three men lost their jobs, whereby their wives became the sole earners. The men didn’t feel very comfortable about their situations and suffered from self-doubt. However, it is another situation, if both have a job but the woman earns more money. This was the case for the third couple. The man who stays at home and takes care of the children said: I have never felt better in my life. The TV-show demonstrated that there is a new generation of men, who enjoy staying at home and taking care of the children without feeling unmanly.[DE]

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Best Practices

If companies knew… / Wenn Unternehmen wüssten…

August 12th, 2010 by Astrid Bosten | No Comments »

…what their employees know. The knowledge of a company’s employees is an important resource for further innovations and success. However most companies ask themselves how this potential can be used. Knowledge management is the key-term.  But what’s this? Knowledge management? Can knowledge be managed? The Financial Times Germany pursued this question.

In the 90s, companies set up databases to collect knowledge. These databases were hardly used by the employees because they didn’t provide an appeal to share knowledge. Today we know that knowledge is forwarded by communication between people. To connect people and enable an open communication between them, companies use different approaches. For example Ernst & Young offers an internal search engine and a platform which provides information about different sectors and projects. The IT-company IBM uses a very progressive approach of knowledge management: a web 2.0 platform similar to facebook.

At Henkel we are also aware of the tremendous knowledge of our 50.000 employees worldwide. Especially in terms of Diversity management it is important for us to enable each and every colleague to bring their knowledge to the workplace, to set it free, to share and to offer their expertise internally. [DE]

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Diversity & Inclusion

Can’t women afford emotions at work? / Können sich Frauen im Beruf keine Gefühle leisten?

August 10th, 2010 by Astrid Bosten | No Comments »

Women are emotional, that’s a fact. In comparison to male brains, the female brain has eleven percent more capacity for the handling of emotions. Additionally, education and socialization teaches girls that it’s okay to show their feelings. In private life, this is no big deal. But when it comes to business life, most women, especially in management positions, say: “I can’t afford to have feelings”. But instead of repressing their feelings, Dr. Cornelia Topf, Management Coach, advises women to consciously deal with their emotions. Every woman can learn to understand her own feelings and therefore control them, she explains in the recent issue of Women at Work. Once a woman understands her emotions and knows how to control them, she can use them as a tool to motivate herself and act in a strong and correct way. [DE]

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International Ambassadors

International Experiences / Internationale Erfahrungen

August 9th, 2010 by Astrid Bosten | No Comments »

For many Germans it’s a dream to work abroad. Additionally, international experiences can help to build a career. The recent issue of “Women at Work” examines the advantages, disadvantages and requirements of a stay abroad. Each year, about 150.000 Germans leave their country to work in another country. Most of them are planning to come back after a certain time. At first, the advantages seem to prevail: exciting experiences, meeting new people, incentives and a career advancement. However, reality sometimes looks different. First of all, a stay abroad has to be well-organized. At best, the company takes care of the residence and work permit. For example, Henkel offers its employees to take part in the Triple-Two-Program that allows employees to gain experience in 2 divisions, 2 functions and in at least 2 countries. To prepare the so called expatriates an intense language and intercultural training program is offered. Additionally a mentoring program helps the expats to stay in contact with the basis and help to harmonize the return.

 

For those who are not leaving the country in person virtual global teams offer a lot of intercultural experiences and of course our corporate language is English. [DE]

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Best Practices

Success-Story Diversity Management / Erfolgsgeschichte Diversity Management

August 3rd, 2010 by Astrid Bosten | No Comments »

 The online-magazine Wirtschaftwoche recently dedicated an article to a new study conducted by the network „Synergy by Diversity“. It focuses on Diversity Management and the advancements that were made within the past few years.

Four years ago, only 42 percent of all German companies had a Diversity Management in place while 77 percent of all European countries had already established a Diversity Management. Today, 16 out of the DAX 30 companies have a Diversity Management, for example Henkel (since 2007), Deutsche Telekom (since 2004), Lufthansa (since 2001) or Siemens (since 2008). The implementation strategy of a Diversity Management is different in each company. Some companies entrusted a Human Resources manager with Diversity tasks. Other companies appointed global Diversity Managers who directly report to the CEO. This is also the Henkel approach where the Head of Global Diversity Management, Anke Meier and her team are responsible for the strategy and  implemention of the Diversity concept. She is supported by a worldwide Diversity Ambassador network, consisting of fourteen international ambassadors.

Most Diversity activities focus on gender-equality and demography. At Henkel, we also focus on supporting women in management-positions as well but additionally we defined seven diversity dimension that we focus on. Diversity is a common understanding of all Henkel employees and an integral part of our Corporate Culture. By the way: Interesting to me was the fact that 14 of 16 German Diversity managers are women… good or bad? [DE]

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International Ambassadors

National and Religious Holidays in August / Nationale und Religiöse Feiertage im August

August 2nd, 2010 by Astrid Bosten | No Comments »

Matt McGee Just the same as the other summer months, August is very economical with national and religious holidays.

  Bank holiday in Great Britain and Ireland:

Great Britain and Ireland celebrate a bank holiday on August, 30th. It’s the summer bank holiday, taking place each year on last Monday of August. For many people this day marks the end of summer and the return to work and school. In London the day is celebrated with the Notting Hill Carnival.

 

 Turkish Victory Day

Also Turkey celebrates a national holiday on the 30th: the Turkish Victory Day. It commemorates the victory in the final battle of the Turkish war of independence in 1922.

 

Feast of the Assumption

On August, 15th an important day in the Catholic Church take place: the feast of the assumption. This day dates back to the 5th century. According to the belief, it commemorates the assumption of Mary into heaven.

 

Ramadan:

August, 11th marks the beginning of Ramadan, the Islamic month of fasting. Ramadan is the ninth month of the Islamic calendar. It is the Islamic month of fasting, in which participating Muslims refrain from eating, drinking and sexual activities from dawn until sunset. Fasting is meant to teach the Muslim patience, modesty and spirituality. Ramadan is a time for Muslims to fast for the sake of God (trans: Allah) and to offer more prayer than usual. During Ramadan, Muslims ask forgiveness for past sins, pray for guidance and help in refraining from everyday evils, and try to purify themselves through self-restraint and good deeds. As compared to the solar calendar, the dates of Ramadan vary, moving backwards about ten days each year as it is a moving holiday depending on the moon. Ramadan was the month in which the first verses of the Qur’an were revealed to the Islamic Prophet Muhammad. [DE]

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Women in Business

Today’s Schwarzkopf Customer / Die Schwarzkopf-Kundin von heute

July 30th, 2010 by Astrid Bosten | No Comments »

A new Schwarzkopf study examined modern women and their attitude towards career and family. The Study took a closer look at the self-conception and requirements of women from Germany, France and Russia. It shows: today’s women are self-confident. 50 percent of women under 30 describe themselves as emancipated and self-confident. At the same time the study revealed that men are sceptical of this development. But despite the changes, one thing in women’s lifes hasn’t changed: the leading fields of interest are fashion, hairstyles and cosmetics.
The results of the study were combined with another study about women and beauty and resulted in a new Schwarzkopf-typology: “Youth on the move” are young women under 35 without children. “Modern Mothers” are between 35 and 50 years old, have kids, but aren’t working. “Kids & Career” are a group of women between 35 and 50 years who have children and a career. “Working women” on the contrary, don’t have kids. “New beauty age” includes 51 to 70-year old women without children, respectively grown up children. [DE]

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Best Practices, Diversity & Inclusion

New form of apprenticeship helps young parents / Neue Ausbildungsform hilft jungen Eltern

July 29th, 2010 by Astrid Bosten | No Comments »

The Deutsche Welle in Bonn was one of the first companies to introduce a new form of apprenticeships: the part-time apprenticeship for young parents. A part-time apprenticeship allows young parents to finish an apprenticeship and still take care of their children. The part-time apprentices work less hours per week. However, it is still possible for them to finish the apprenticeship within the regular time.
The part-time apprenticeship is being supported by the Modus project, an initiative of the chamber of commerce and industry Bonn/Rhein-Sieg. Each year the project helps 12 – 16 young parents to find an apprenticeship at a family-friendly company.
The project recently won the second prize of the “Hidden Movers Award 2010”, a nation-wide award presented by Deloitte.
The demand for part-time apprenticeships is high and the apprentices are highly motivated. But only few companies offer this type of apprenticeship. The Network for part-time Apprenticeships lists initiatives in Germany that help young parents to find an apprenticeship. [DE]
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Best Practices

Are men “better” changemanager?/Sind Männer die “besseren” Changemanager?

July 29th, 2010 by Astrid Bosten | No Comments »

Are men „better“ changemanager for affirmative action programs for women?… This question send my google alert from the Xing group “Success via Diversity”.

This question already led to some discussions within our team. Is gender important to transmit diversity messages? Or is it more about the character and personality to ensure the success of diversity projects?

What do you think?

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Diversity & Inclusion

Diversity-to-Go: Mediaplanet Special “Diversity Management”

July 28th, 2010 by Astrid Bosten | No Comments »

Diversity-to-Go: This is what the new Mediaplanet publication “Diversity Management” offers. There might be enough good reasons for a strategic diversity approach – practical tips with focus on the diversity dimensions gender, disability and cultural diversity is what you get packed on 15 pages in that newspaper.

Gender diversity:

Starting with Monika Schulz-Strelow foreword, who is president of the FidAR initiative (women for the board), to the dialogue between Wilhelm von Haller, CEO Sal.Oppenheimer Private Bank and Ana-Cristina Grohnert, Partner at Ernst & Young and an article about a father during his parental leave – there are lots of arguments and information about gender diversity, the need for a balanced workforce and the increase of women in leadership positions.

Disability:

95 percent of all disabled people are getting disabled within their professional lives. To save recruitment costs and to get highly motivated and loyal colleagues, Ford AG introduced for the first time a disability manager in Europe, who is responsible for the integration of disabled people at the working place. That saves money and increases productivity.

Cultural Diversity:

The mother dimension of diversity. But nowadays as important as in the past is the intercultural harmonization at the working place. Within this article you get some practical advices to take care of to gain economic advantages out of the cultural diversity a company has in place.

All in all the publication is as readable as informative to get an insight in the reasons why and the benefits of diversity management. 

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