Julia on Inclusion: Enabling Belonging

Julia, let’s start with an important key figure: What is Evonik’s quota for employees with severe disabilities? 

Around 9 % of Evonik employees in Germany have a severe disability or are legally classified as equivalent. Our aim is to keep this level as stable as possible. In Germany, companies with more than 20 employees are legally required to fill 5 % of their positions with people with severe disabilities, otherwise they have to pay a compensatory levy. Evonik has been well above this quota for many years. 

In Germany, a distinction is made between severe disability and legal equivalence. A person is considered severely disabled if they have a degree of disability of at least 50. With a degree of disability of 30 or 40, employees can apply for equal treatment (Gleichstellung) through the Federal Employment Agency. Both status types provide special protection against dismissal as well as support in working life, for example through adapted working conditions. 

Is the potential of people with disabilities sufficiently recognized as skilled professionals? 

We value people with disabilities very highly, as many of them have been doing excellent and meaningful work for Evonik for many years. Colleagues with severe disabilities often have a strong connection to the company, and employee turnover in this group is generally low. 

What advice would you give to people with severe disabilities who are considering working at Evonik? 

We encourage our colleagues to approach their work with confidence and trust. We also recommend reaching out for support within the company. In Germany, this includes, for example, the representatives for employees with disabilities, the occupational health service, or the works council. Only when people speak openly about their situation, their strengths, and the support they need can we act inclusively. We do not see severe disability as a limitation of performance, but as part of human diversity. 

Only around 3–4% of all disabilities are congenital or occur within the first year of life. The vast majority are acquired over the course of life - often during working life - due to illness, psychological strain, accidents, or work-related overload. A disability can therefore affect anyone, regardless of age, life plans, or professional position. 

What measures do we take to provide support? 

Many of our colleagues acquired their disability later in life. To support them effectively and retain jobs, we create appropriate conditions - such as individualized workplace adjustments, flexible working arrangements, technical aids, and additional supportive measures. Together, we look for solutions that allow valued skills to continue to be used and enable healthy, long-term professional development. 

Participation in working life for people with disabilities is an ongoing process with continuous learning opportunities and untapped potential. Openness, communication, and a shared commitment to improvement help us become more inclusive step by step. We are committed to creating a needs-based working environment with flexible solutions tailored to our employees. 

What does inclusion mean to you personally, Julia? 

Inclusion is very close to my heart, because through my work over many years I have seen firsthand what it means for people to be truly seen and to feel that they belong. I am convinced that while we have already made great progress, we are still far from where we want to be. Inclusion requires attention, courage, and people who keep pushing forward. That is exactly why I continue to stay committed - to help ensure that participation is not the exception, but something that is taken for granted.