Heike on Diverse Talent and Global Perspectives

Our markets are global. How do we ensure that this internationality is reflected in our leadership?

International leadership capability is a key success factor for Evonik. To truly understand our customers, we need to understand their cultures and business environments. That is why we are committed to building a diverse leadership community.

We have set ambitious goals for our leadership population: to strengthen diversity in nationalities and perspectives and to build a broad and diverse talent pipeline. By introducing voluntary diversity targets in 2016, we laid the foundation for a balanced mix of gender and international representation. Today, women account for 21% of executive positions, while 18% of our leaders have an international background*. Our goal is to increase the share of international leaders to at least 25%.

We also strive for international diversity when nominating talent and create targeted opportunities for global experience through assignments abroad and longer-term international project placements. In this way, we develop leaders who can think globally and act locally.

The current economic environment is challenging. What does this mean for international talent development?

In a demanding business environment, we assess international assignments even more carefully to ensure they create value for the company as well as for the talent involved. While this presents challenges, it also gives us an opportunity to evolve our approach. We have therefore adapted our assignment models and introduced more flexible pathways to gain international experience. At the same time, we remain in close dialogue with our regions and talents to identify meaningful development opportunities.

Our objective remains unchanged: to foster international perspectives and prepare talent around the world for future leadership roles. International assignments are not an end in themselves. They are deliberate development and business decisions.

How do you decide whether an international assignment is the right next development step for a talent?

International experience is most valuable when it creates meaningful benefits for the individual, the business, and the region. That is why we always consider the specific context. When a talent’s development needs, business requirements, and the value for local teams align, an international assignment can become a powerful step in their growth journey.

What will strengthen the development of international talent in the future?

What inspires me most is seeing people embrace the challenge of a new environment, broaden their perspectives, and grow beyond what they thought possible. At the same time, courage as a company means trusting people with responsibility early on and supporting them through important career decisions. Working with colleagues from different cultures opens up new ways of thinking and helps us learn from one another.

Why is developing tomorrow’s leaders from as many nationalities as possible such a rewarding and exciting responsibility for you?

One of the most rewarding aspects is seeing how international experiences shape people and help them grow. Accompanying talents on their journey and witnessing their personal and professional development firsthand is what makes this role especially meaningful to me.

*As of July 31, 2026.