Employee indicators

We have been reporting the trends in our employee indicators since 2008. The published employee indicators cover 99 percent of our employees.

Employees

(as of December 31)
  2008 2009 2010 2011 2012 
Henkel worldwide 55,142 49,262 47,854 47,265 46,610 
Structure of
workforce
         
- Non-managerial
employees
82.0 % 80.0 % 79.8 % 79.9 % 79.4 % 
- Managers 16.6 % 18.4 % 18.6 % 18.6 % 19.0 % 
- Top managers1 1.4 % 1.6 % 1.6 % 1.5 % 1.6 % 
Employee
fluctuation
worldwide2
5.7 % 4.9 % 4.6 % 5.6 % 5.8 % 
1
Corporate Senior Vice Presidents, Management Circles I and IIa.
2
Based on employee resignations.
At 46,610, the 2012 headcount was 1 percent below the prior-year level. Employee retention instruments, talent management, and the diversity strategy contribute to a low employee fluctuation.

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Age and seniority

(as of December 31)
  2008 2009 2010 2011 2012
Average seniority
in years
9,8 11,0 10,3 10,2 10,4
Average age of
employees
39,4 39,3 39,4 39,4 39,6
Age structure          
16 – 29 19,5 % 18,7 % 18,1 % 18,3 % 17,6 %
30 – 39 32,7 % 34,2 % 34,4 % 34,6 % 34,5 %
40 – 49 29,6 % 29,7 % 29,7 % 29,4 % 29,6 %
50 – 65 18,2 % 17,4 % 17,7 % 17,7 % 18,3 %
The average age of our employees has remained constant over the years. Retirements are continuously offset by the hiring of new young employees. We thus ensure that Henkel’s workforce is a good mix of experienced older employees and younger employees whose development we can foster.

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Nationalities

(as of December 31)
  2008 2009 2010 2011 2012
Henkel 109 116 119 125 123
Managers 77 82 82 91 85
At headquarters in
Düsseldorf
51 48 50 53 55
The internationality of our workforce reflects our business policy of filling local management positions with local employees, and ensuring that we have international teams at our corporate headquarters in Germany.

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Percentage of women

(as of December 31)
  2008 2009 2010 2011 2012
Henkel 32.9 % 31.8 % 32.1 % 32.5 % 32.6 %
Managers 26.4 % 27.4 % 28.7 % 29.5 % 30.5 %
Top managers1 13.7 % 16.4 % 17.0 % 18.6 % 18.6 %
1
Corporate Senior Vice Presidents, Management Circles I and IIa.
Compared with international levels, the total percentage of female employees is good. This applies to managerial staff as well. It is a result of our consistently applied diversity strategy.

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Part-time employees

(as of December 31)
  2010 2011 2012 
Part-time contracts, global 4 % 3 % 3 % 
Western Europe (including
Germany)
8 % 8 % 8 % 
Germany 10 % 10 % 10 % 
Part-time work models are of relevance mainly in Western Europe and especially in Germany. 81 percent of all part-time contracts relate to employees in these regions. In emerging markets, such as Asia, Eastern Europe, the Middle East, and Latin America, there is significantly less demand for part-time work models.

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Personnel development

(as of December 31)
  2008 2009 2010 2011 2012
Internal promotion
(managers)
1.877 1.462 1.337 1.387 1.101
International job
rotations
433 443 470 475 503
Trainees (Germany) 510 511 487 483 489
Average number
of training days
2 2 2 2 2
On average, five employees per day were promoted in 2012. This demonstrates the dynamism of our company and the need for qualified young professionals. To conduct our global business successfully, international management experience is essential for our managers. The number of international job rotations is thus constantly increasing.

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Employees covered by collective agreements

(as of December 31)
  2008 2009 2010 2011 2012 
Percentage
worldwide
44 % 44 % 44 % 44 % 44 % 
Percentage in the
European Union (EU)
79 % 79 % 79 % 79 % 79 % 
An intensive formal and informal dialogue with employee representatives has a long tradition at Henkel, even in countries where employee representation has not been established.

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Employee share program

(as of December 31)
  2008 2009 2010 2011 2012 
Percentage of
employees owning
Henkel shares
27.4 % 28.4 % 29.3 % 31.3 % 28.4 % 
Employees from 54 countries purchased some 3 million preferred shares in 2012. Around 28 percent of all employees own Henkel shares.

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Last updated: March 6, 2013