In 2010 the Diversity Professional Network “Synergies through Diversity” started its initiative. Henkel was amongst the first members of this professional network.

The network provides companies and organizations a platform for the topic diversity and practical support for the implementation of diversity management. The regularly synergy workshops are organized in cooperation with different companies and aim to share as well as exchange new developments in the diversity field and to provide a framework for knowledge and experiences.

Now, on October 12 and 13, 2011, the ninth synergy workshop took place in Stuttgart hosted by the EnBW AG. The topic: “Mixed-age Teams and Generational Change – New Opportunities through Diversity Management”.

Dr. Petra Köppel, founder of the network “Synergie durch Vielfalt” and Dr. Bernhard Beck, board member of the EnBW AG, welcomed the attendees to discuss the challenges of mixed-age teams and generational change in business. In the subsequent panel discussion, Dr. Bernhard Beck, Professor Sven Voelpel of the Jacobs University Bremen, and Detlef Hollmann of the Bertelsmann Foundation shared their views on “The Obsession with Youth versus Seniority”.

The next day, Dr. Petra Köppel addressed in her speech “Diversity, Generations and Leadership” the issue that organizations not only have to face the shortage of skilled workers but also difficulties between generations that are becoming more noticeable. Those occurring problems are still rather ignored than discussed. But facing the demographic change it is time for change otherwise companies will fall into the cost trap.  

As the Demography Report 2011 of the European Commission highlights the age structure in the EU is becoming older. This development is based on increasing life expectancy as well as low fertility level in the past decades in European countries. The results let foresee a continuity of the ageing process in the future. In January 2010, the median age of the European population was 40.9 years. Over the next 50 years the median of population age will reach 47.9 and the proportion of over 65 years old people will increase from 17.4% to 30%.

To address these demographic trends, Henkel has teamed up with the Rheinisch-Westfälische Technische Hochschule Aachen in an early stage of this discussion. Together, we have developed the so called “Demography Radar,” with which we are able to simulate the age structure of our global workforce, under certain conditions. Based on this information we can take early personnel policies in order to better meet the challenges of demographic developments.

For example, it is increasingly important that young people benefit from the experience and knowledge of older employees. Therefore, we have established different mentoring schemes that focus on cross generational exchange and additional knowledge transfer systems. These systems ensure that skilled knowledge remain in the company. In addition, we offer our employees comprehensive models for health maintenance. These offers include health check-ups, a healthy lifestyle consultancy and support in the transition from active professional life in retirement.