Developing and implementing customized initiatives is a key factor in the success of our diversity management efforts. For this reason, our Diversity Council had taken a deep dive into current circumstances and the challenges we face, working from facts and not from our gut feelings. This gave rise to an important lever - Measurability: You can’t manage what you can’t measure.
In 2016, Evonik founded the Diversity Council in order to develop and implement the diversity strategy in a targeted manner. The members are representatives of the management of our operating segments, group division heads from our Corporate Center and regional managers and sponsored by our CFO and CHRO. Objective: to bundle Evonik's initiatives under one roof and ensure their efficiency and effectiveness. The council was convinced that to sustainably improve the Diversity Culture, there is a need to set standards and KPIs and thus make a significant contribution to our business success. The Council took responsibility and acted as a role model for our diversity culture. This has been achieved by setting clear goals and targets and actively supporting the implementation thereby driving the operationalization of the diversity strategy.
For the dimensions gender and nationality specific targets were agreed, which were taken into account for in individual goal setting process of our business leaders and corporate executives. The target values are integrated into the quarterly business reporting and an annual Evonik Diversity Report is published online which provides transparency across our important Diversity KPIs: gender, nationality, education, experience and generations. The proportion of female employees
Evonik currently employs people of 104 different nationalities at 210 sites in more than 50 countries. The proportion of employees in management functions who come from countries other than Germany is 42 percent. Group-wide the proportion is 23.2 percent.