BASF continues to improve the diversity of its team as a result of its “Talent & Diversity Challenge,” which is an effort to accelerate progress in Diversity + Inclusion and leadership pipeline development.
This effort is advancing through attraction, selection, development, and retention of a workforce that reflects the diversity of background and experience, and leverages the power of diversity to drive the BASF “customers first and winning together” business strategy.
Aspirational goals ensure that 50% of the people interviewed for roles reflect the diversity of the North American talent market, 50% of the people doing the interviewing are diverse, and efforts are made to further enhance the caliber, potential, and diversity of the leadership pipeline.
Efforts are geared to selecting the best-qualified talent from a talent pool that reflects the best people of all backgrounds. The company is equally intentional about Inclusion.
BASF is conducting “Grow and Tell” programs that engage employees at all levels in important conversations on the power of inclusion, moving forward on multiple fronts redefining what it means to be truly inclusive, and conducting pilot studies and developing action plans that meet good intentions with strong results.
The company’s manufacturing community is energized to improve the attraction, selection, and development of female talent. BASF is moving forward with an innovative FLAME (Female Leaders Advancing Manufacturing Excellence) program to enhance the experience of female manufacturing talent through the early and middle years of career progression.
Outreach to young girls to better understand and influence their career choices is proving to be a powerful tool to close job skill gaps that reach across manufacturing. Intense focus is on moving from unconscious bias to conscious inclusion as a means of fully leveraging the power of diversity to achieve competitive advantages for BASF and personal advantages for its employees.