Month: June 2024

At Henkel, our purpose as pioneers at heart for the good of generations unites us as we strive to enrich and improve everyday life for our employees, customers, partners, and consumers. Our diverse team of around 8,000 colleagues in North America is empowered to make an impact, craft individual career paths, and collaborate in strong teams to shape a better tomorrow.

We know that our people are the key to our long-standing legacy of innovation, sustainability, and corporate responsibility. To continue building on that legacy, we invest in programs that allow us to find exceptional talent to join our organization and provide resources to current employees designed to make them feel supported, included, and heard so they can act as ambassadors for the organization and excel at Henkel for years to come.

RECRUITING

Some of the ways that Henkel seeks and engages pipelines of future talent include:

1. Career Conferences 
For many years, Henkel has been attending career conferences that attract a diverse and engaged talent pool, reflecting our commitment to inclusivity. In 2023, we sent representatives to the Society of Hispanic Professional Engineers (SHPE) National Convention, WE23 – sponsored by the Society of Women Engineers, the Reaching Out MBA (ROMBA) Conference, and Forward 2023 – the National Black MBA Association Conference and Expo, among others. Our interactions with a spectacular pool of over 35,000 total conference attendees at our Henkel booths, product demonstrations at an interactive hair-styling bar, and representation on panels and workshops allowed us the opportunity to share more about our dynamic organization and career opportunities in both business units across multiple functions. We were thrilled to conduct over 250 on-site interviews at these conferences and hear from candidates about how their previous experiences and personal identities might make them a great fit for Henkel. 

At Henkel, we believe that seeking out the best candidates in a diverse workforce drives innovation, and allows us to create more successful brands and products while fostering a more incsive and enriching workplace for all of our employees.

2. University Partnerships 
Some of the most promising talent pools for young professionals exist at institutions of higher education across North America, and Henkel’s university partnerships are a foundational method of finding high-potential talent. Annually, Henkel employees connect with students at over 60 universities through in person and virtual recruiting events, networking sessions, coffee chats, employer presentations, site tours, industry days, classroom presentations, and more. We believe that education ensures a future-ready organization and continually work to encourage employees to act as entrepreneurs, bring in fresh ideas, accelerate our digital transformation, and change markets, products, and services. As we value individual and collective commitments to education, we actively seek out opportunities to connect with students while they are deepening their knowledge in a chosen field.

3. Internship Program and PRISM Rotational Program 
For undergrad students, internships are a crucial opportunity to network with working professionals and sharpen technical skills through on-the-job training before entering the workforce full time. Knowing that internships help students to find their passions and bridge the gap between the lifestyle of a student and that of a full-time employee, Henkel takes pride in providing an internship program that helps students pave the way to their future careers. Henkel has hired over 150 interns from across the United States to work in our Consumer Brands and Adhesive Technologies business units and functional areas such as HR and Finance throughout the summer of 2024. Each year, our interns enjoy dedicated programming for early career growth, substantial assignments from their teams, networking, and ongoing feedback discussions with managers to fuel a summer full of growth and accomplishments. 

Each year since 2011, Henkel has also welcomed around 30 high-potential recent graduates to join the PRISM Leadership Rotational Program, providing associates an opportunity to discover Henkel culture, products, systems, and processes with the goal of deploying them into a wide variety of roles in the Adhesive Technologies organization. As PRISM associates are exposed to different aspects of the business through rotations, trainings, and mentorship programs, they are steadily growing a skillset and knowledge base that will prepare them for success in their next roles at Henkel. The breadth of experiences the program offers has a proven track record of helping attract, develop, and retain high-potential, diverse talent.

4. In-House Recruiting Model 
Henkel has transitioned to an in-house recruiting model with the goal to efficiently attract top diverse talent both internally and externally who will drive business results, while providing the best possible experience for candidates and internal stakeholders. A team of dedicated professionals seek out talent within Henkel and externally who will bolster our competitive edge and represent the diverse consumers, customers, and partners that we serve. Coming from backgrounds in marketing, production, education, customer service, and of course HR and recruiting, this diverse team is built to reflect the unique and enthusiastic spirit of the candidate pool they work with every day. This agile model generates ownership and pride in recruitment efforts and has strong ties to business goals, corporate culture, and DEI initiatives.

DEVELOPING AND ENGAGING

While we embark on the continuous search for talent, we also make significant investment into engaging, recognizing, and rewarding the exceptional workforce at Henkel, with programs that include:

5. Global Total Rewards Program 
Henkel offers a comprehensive Total Rewards package with benefits and programs that allow members of our organization to choose what’s most important for them and their families, while encouraging and rewarding individual performance. We offer competitive pay, 401k with employer matching, an employee share plan, and enhanced health & welfare benefits that include access to reliable and affordable childcare and elder care, and mental health care for employees and their families. Henkel also offers 12 weeks of fully paid parental leave for employees, regardless of gender, who welcome a child into their home through birth, adoption, surrogacy, guardianship or fostering – affirming our prioritization of equity in parenting and childcare for all parents.

Global Total Rewards complements Henkel’s organizational emphasis on Smart Work, a framework that aims to shape a future-ready workplace through the promotion of employee health, sustainability, travel, workforce digitalization, and hybrid office and mobile work. This approach demonstrates our commitment to creating a flexible working environment that values the uniqueness of our employees and their diverse needs.

Henkel also encourages and supports the volunteer efforts of employees and retirees through the Make an Impact on Tomorrow (M.I.T.) initiative. Over the past 25 years, the global program has invested over $41 million to support over 17,300 projects in more than 100 countries. Henkel provides financial and in-kind donations as well as paid time off for employees to volunteer for causes they are passionate about such as Special Olympics and Habitat for Humanity.

6. Employee Resource Groups 
Fostering a culture that supports emotional connections is indispensable to employee engagement and retention, as people are more motivated to achieve within an organization where they feel supported by peers and leadership along each step of their career journey. Open dialogue and access to educational materials helps employees understand why an inclusive culture is important to the business and helps them define the role they play in helping to create a more equitable workplace and society.

Henkel North America does this by maintaining an environment where all employees can feel a sense of belonging and are empowered to contribute. Our Employee Resource Groups (ERGs)—a network of 9 affinity groups with 20 chapters—are a key enabler. These employee-led groups with over 2,000 members are actively working to help build a spirit of belonging and sense of trust within Henkel and the community. The groups host events, partner with organizations dedicated to supporting underserved communities, and collaborate with each other to advance Henkel’s DEI priorities.

7. Internal Educational Opportunities 
Henkel employees have access to over 8,000 educational modules via our Henkel Learning Hub. The topics range from digital marketing to leadership essentials and conflict management and are digitally catalogued for use at any time. Avid learners also have the opportunity to seek external training, in-person or virtual, conducted by experts outside of Henkel. With a manager’s approval, fees and expenses are covered by the organization and the completion of such trainings will be added to an employee’s training record, reflecting their commitment to further education. These programs provide employees with the tools necessary to excel in their current roles as well as level up their skill base if they are seeking a promotion, international short-term assignment, or transition to a different area of the Henkel business.

We also offer a series of panels, seminars, and virtual coffee chats throughout the year to provide live and interactive opportunities for mentorship and peer-to-peer learning on a variety of topics. For example, a panel discussion about fostering female talent in STEM roles encouraged attendees who are interested in a career in Science, Technology, Engineering, or a related field to connect with their peers and learn from women who have been successful in their endeavors. This is just one of many events in a series of Global Recruiting Talks designed to show support to all of our employees, regardless of the career path they pursue, and provide forums for them to be heard, included, and developed as a professional.

Taco Bell blog

Lesbian, Gay, Bisexual, Transgender, Queer, Intersex and Asexual (LGBTQIA+) Pride Month is celebrated annually in June to honor the 1969 Stonewall Uprising in Manhattan. Today, celebrations include parades, picnics, parties, workshops and more – unifying millions of participants around the world for a month of solidarity. Not only is Pride Month a time to celebrate diverse backgrounds and unique experiences, but also a time to recognize the worldwide impact and accomplishments that LGBTQIA+ individuals have had and continue to have.

This year’s NYC Pride theme is “Reflect, Empower and Unite”. To honor this month and our people, we’re amplifying the voices of those in the LBGTQIA+ community who are growing their careers at Taco Bell.

“I’m an ex-Spartan, and one of my favorite obstacles is climbing the eight-foot wall. I would say this is the way I view my personal and professional life. It’s about seeing something in your way and either going through it, around it or over it.”

Lori was big on sports while growing up in Houston, Texas. You could say it truly created a foundation for her outlook on life and the type of leader she is today!

“I started in tennis but switched to soccer and softball, which made me very team oriented. Although my asthma put me in this box where I was told I couldn’t do certain things either, it really helped me shape my competitive spirit.”

Lori’s 20s were a challenging time. While working two jobs, maintaining a full college schedule and a scholarship to make ends meet, Lori struggled to find her career calling. At the same time, she was on the path to figuring out her sexuality and also found out she was adopted.

Through these ups and downs and working in the restaurant industry, she eventually obtained a degree in hospitality and joined Taco Bell as an Assistant General Manager right away. But when asked about her job by family members, she was met with scrutiny.

“My grandpa asked me why would I work in the quick service industry. Fast forward eight years, the conversation came up again and he told me how proud of me he was for having courage and sticking up for my career choice.”

Lori went from working in the restaurants to being a Franchise Business Coach, Market Coach, Senior Manager in Operations at Taco Bell headquarters and to her current role of Region Leader, moving to different locations to pursue her aspirations. Along the way, she met some cool people.

“Every time I thought of leaving, I got a challenge to grow and do more. Taco Bell truly invests in people, and when times get tough, this Brand has a proven track record of doing what’s right for its people. Taco Bell is more than just a quick service restaurant, it’s a life-changing Brand to be part of that gives back and takes care of your family. And that’s why I’m here 30 years later.”

It’s no doubt that Lori’s professional career has been fruitful, but at the same time, she has faced many challenges. Remember that eight-foot wall? For Lori, one of her obstacles was being her authentic self and growing her career as someone who identifies as part of the LGBTQIA+ community.

“I never really talked about my identity at work. It wasn’t until my Market Coach and I were at a National Restaurant General Manager conference that I came out to him. Then, I was asked if I was comfortable enough to share my story on a national call, so I did. I remember crying because it was tough to be so open with who I am. It was hard to not feel afraid of getting rejected, but it was a blessing as it opened doors for more conversations and change.”

Lori recounts Yum! Brands Global Chief Diversity & Inclusion Officer, James Fripp calling during Pride Month one year to tell her about the newly added same-sex benefits.

“James called me to share the news, and in that moment, I just remember not being able to believe what the company I’m working for is doing for its people. It made me more comfortable with who I am and proud to be working for a BRAND that gives back to others and accepts everyone.”

When it comes to paving the way for a successful career, Lori advises the following:

“I always say to have courage and not to be afraid to say what you want, because at the end of the day, you’re driving your own career.”

And looking to the future, Lori hopes to continue developing the next generation of leaders until she retires.

“I’ve been here for 30 years, so when I retire, I hope to leave a team of leaders that will continue to succeed and take us to the next level for the next 30 years.”

For now, you can find Lori living Más in Florida with her wife of 18 years, traveling, taking care of their three cats and spending time with family and friends.

Investment in sustainable building has reached a tipping point, according to the World Economic Forum. Building owners and operators are facing tightening environmental and workforce well-being regulations, coupled with higher expectations from investors. 

Green building certification is a major step organizations can take to signal to investors and customers that they are committed to sustainability, as well as a way to evaluate buildings and facilities to ensure employee wellness. According to World Economic Forum, “returns on investment in sustainable office buildings include attracting high-quality tenants and achieving higher occupancy levels, rental uplifts and greater rental yields, as well as lower compliance costs and reduced operational costs.” 

This guide will help you understand the process of acquiring green building certification.

What Is Green Building?

The goal of green building is to create healthier, more efficient, and environmentally responsible built environments for present and future generations. This is achieved through the design, construction, and operation of buildings in a way that minimizes their environmental impact and maximizes resources.

Green building practices may include using renewable energy sources, incorporating energy-efficient technologies, using sustainable materials, optimizing building orientation for natural lighting and ventilation, and implementing systems for water conservation and indoor air quality management.

What Is Green Building Certification?

Green building certification is a process that evaluates buildings for specific sustainability and environmental standards. Certification involves assessing various aspects of a building’s design, construction, operation, and maintenance to ensure it minimizes environmental impact, enhances occupant health and well-being, and promotes resource efficiency.

Navigating Green Building Certification

Here’s what you need to know about the systems, processes, and best practices for green building certification.

Certification systems

Certification systems provide frameworks and criteria for evaluating buildings against specific sustainability goals, helping to guide and incentivize the development of environmentally responsible structures. 

Here are a few of the most commonly used frameworks:

LEED (Leadership in Energy and Environmental Design)

Developed by the U.S. Green Building Council (USGBC), LEED provides a framework that evaluates buildings across several categories, including energy efficiency, water usage, indoor environmental quality, materials selection, and sustainable site development.

LEED certification comes in different levels (Certified, Silver, Gold, and Platinum) based on the number of points a project earns through meeting various sustainability criteria.

In 2024, USGBC is doing a slow-release of LEED v5, which introduces new prerequisites such as “embodied carbon assessment” and “climate resilience assessment” to emphasize upfront environmental impact and long-term adaptability to climate change.

BREEAM (Building Research Establishment Environmental Assessment Method) 

A widely used environmental assessment method for buildings and infrastructure projects, developed by the Building Research Establishment (BRE) in the United Kingdom. Similar to LEED, BREEAM evaluates buildings across various sustainability categories, including energy efficiency, water usage, materials selection, waste management, and ecology. 

BREEAM certification is awarded at different levels (Pass, Good, Very Good, Excellent, Outstanding) depending on the building’s performance against these criteria.

WELL Building Standard

Developed by the International WELL Building Institute (IWBI), WELL emphasizes strategies and design features that address various aspects of human health and wellness, including air quality, water quality, nourishment, light, fitness, comfort, and mental well-being.

WELL certification is achieved by meeting specific performance criteria across these categories, which are based on scientific research and best practices in the fields of public health, building design, and wellness.

ENERGY STAR

ENERGY STAR is a voluntary program run by the United States Environmental Protection Agency (EPA) that promotes energy efficiency and environmental sustainability. It provides a set of energy efficiency standards and certifications for various products, buildings, and industrial facilities.

THE LIVING BUILDING CHALLENGE

The Living Building Challenge, led by the International Living Future Institute (ILFI), offers a framework for creating regenerative buildings. One key aspect of this program is the Net Zero Certification, specifically targeting net zero energy use in buildings. This certification goes beyond simply reducing energy consumption by requiring documented proof that a building produces enough renewable energy on-site to meet its annual operational needs. In addition to the Zero Energy Certificate, ILFI also offers a Zero Carbon Certification which involves both the operational emissions from a building’s energy use and the embodied emissions associated with materials and construction. Unlike some green building programs, these Net Zero Certification prohibits fossil fuel use and verifies performance through third-party audits.

The certification process

Each certification process will be unique to what is outlined by the specific certifying body, but the following general guidelines will help you prepare for certification.

1. Preparation

Assemble a team of internal stakeholders and external consultants to manage the certification process. Define goals and objectives for attaining the certification. Evaluate various certification frameworks and choose the one that best aligns with your organizational needs.

2. Documentation

Gather any necessary information for certification. This could include architectural plans, utilities records, lab reports from sampling water and air, waste management records, and other applicable documents. Each certifying body will have a complete list of necessary documentation. 

3. Review

The certifying body will review your documentation to ensure your building and practices meet the requirements for certification. Some certifying bodies may also conduct site visits to validate the information submitted. 

4. Certification 
Upon final analysis, if your building and practices meet the requirements set forth by the certifying organization, you will be awarded a certificate. Some organizations, such as LEED and BREEAM, have varying degrees of certification.

Certification tips and strategies

Here are some tips to help the certification process and beyond.

Start early. If you are building new, incorporate certification requirements into your design specifications.Set clear goals. Establish specific sustainability goals and targets for the project to guide decision-making and prioritize resource allocation.Prioritize performance. Focus on achieving measurable performance outcomes rather than just meeting the base requirements for green building certification.Educate and engage stakeholders. Educate and involve building occupants, community members, and other stakeholders to promote awareness and engagement with sustainable practices.Establish ongoing monitoring and reporting. Implement systems for ongoing monitoring, maintenance, and performance optimization to ensure long-term sustainability and occupant satisfaction.

The Real Value of Certification

As the global response to climate change causes shifts in investor behaviors, consumer expectations, and the regulatory landscape, green building certification offers an opportunity to proactively meet these expectations.

“The rise of ESG is definitely attracting the attention of developers who are keen to demonstrate how their facilities cater to those needs and the right certification next to your building name can communicate that more effectively than a thousand-word proposal,” Moshe Muller, ESD Israel. 

Green building also offers environmental, social, and financial benefits that include:

Cost savings through reduced energy and water usageEnhanced brand reputationImproved employee productivity and satisfactionHealthier indoor environments for all building occupantsRegulatory compliance and risk mitigationAccess to incentives and rebates offered by local governmentsLong-term resilience to changing environmental regulations and market demands

The long-term benefits of green building certification make it a worthwhile investment.

Explore how Inogen Alliance can support your journey to green building certification.

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