Our people

“Our people are our greatest asset” – J.C. Hempel

Driving success with a diverse workforce

We are a truly global company spread across more than 80 countries. Our diverse workforce gives us our most important and cutting edge asset – a global Family with a vast variety of backgrounds, experiences, skills and knowledge. Our goal is to give every employee a fantastic place to work, one where they feel valued and have opportunities to develop.

Employee engagement

We want every Hempel colleague to enjoy coming to work and be engaged by what they do. Our Employee Engagement Survey is one of our most important tools to keep us on track. Held annually, the anonymous survey gives us all a chance to say how we can make Hempel an even better place to work. More than 90 percent of colleagues take time to answer the survey each year, and the results are used by management and individual teams to improve the work environment.

Satisfaction and Motivation climbed above the global benchmark of 70 index points in 2018. However, it is still below the best-in-class of 74+, which is where we aspire to be.

Developing our people

Employee engagement is closely linked to personal and professional development, so we offer learning and development solutions for all our people – across levels, functions and geographies. Through the Hempel Academy, our colleagues can access a wide range of training, from technical courses to leadership development. We also offer structured development programs covering the full talent pipeline, from graduate through to executive level.

Diversity and equal opportunities

As a global company, we take pride in knowing at least 28 nationalities are represented in our Headquarters alone. Our Diversity and Equal Opportunity Policy states that all employment and career development decisions must be based on merit and made to support business goals. The policy ensures that everyone at Hempel has the opportunity to reach their full potential.

Currently, the number of women in management positions doesn’t reflect the percentage of women in our organization. This is not good enough. Our target is for 25 percent of our management positions to be filled by women by 2022, equal to the percentage of women in our organization. To support our goal, female leaders can take part in a 12-month mentoring program. Alongside their mentor, they accelerate their development and prepare for future challenges.

At the end of 2018, the percentage of women in management positions was 21 per cent, up from 19 per cent at the end of 2017.

Explore more

See what guides us in our work
Find out what we expect from suppliers
Make a report on our whistleblower site

Delve deeper

Hempel company brochure
Hempel Annual Report 2019
UN Sustainable Development Goals
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