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Making inclusion & diversity a differentiator

As one of the four key themes of our ONE DSM Culture Agenda, DSM knows that in order to deliver on its strategic goals and achieve success, the company must become more diverse. DSM is focused on creating a more inclusive culture - one that embraces differences.  
DSM is focused on creating a more inclusive culture that embraces differences

Diversity means embracing different styles, behaviors and mindsets, while remaining true to DSM’s values and mission. There are many aspects of diversity that are important to DSM: age, nationality, culture, ethnic background, gender, religion, to name but a few.

Inclusion & Diversity - Yin & Yang

The two elements of inclusion and diversity work together. Diversity is about getting the right mix. Inclusion is about getting the mix right. DSM aims to create an inclusive environment for diversity to flourish, so that the business can feel the benefits of having different knowledge, ideas and insights within the company. Like Yin and Yang, both are needed to obtain the benefits.

Focusing on a balanced gender & nationality mix

DSM’s diversity focus over the next few years is for a more balanced gender and nationality mix. Many studies have identified that these two elements are the most discriminating in the success of companies. DSM’s own gender and nationality ambitions should mirror the world it operates in.

Driving and monitoring performance

The DSM Inclusion & Diversity Council drives this focus, facilitates inclusion and diversity at DSM and supports all DSM businesses in creating a sustainable, inclusive environment where diversity is fully embraced. The Council, chaired by DSM's CEO Feike Sijbesma and vice-chaired by our CFO Geraldine Matchett, is strongly aligned with DSM’s internationalization efforts to make further progress with the company-wide ONE DSM Culture Agenda.

Recent progress

Diversity at the senior level helps DSM to ‘stay the course’ through turbulent and fast-changing market conditions. DSM’s immediate priority is to increase the number of women and under-represented nationalities in executive positions. The aim for 2020 is for 25% of executives to be female and for at least 60% of executives to be from under-represented nationalities.

To achieve this, we are focusing on building a diverse talent pipeline at all levels of the organization, and particularly at our senior manager/director levels.

Over recent years the number of female executives has increased steadily to reach 15% in 2016. The executive population has been diversified to 53% executives from under-represented nationalities in 2016.

Meanwhile, DSM is recruiting far more non-Europeans into senior executive positions, which made up 88% of all executive hires in 2016. In fact, DSM is hiring more outside talent into DSM altogether - reflective of the need to be closer in step with the global markets served.

DSM strives to be an attractive place to work for a highly sought-after global talent pool.

United Nations Women’s Empowerment Principles

The United Nations Women’s Empowerment Principles matches with DSM’s own philosophy and drive for change. DSM is proud that its CEO, Feike Sijbesma, is a signatory to the CEO Statement of Support, signaling DSM’s support for gender equality and the guidance provided by the Principles.