Building a Culture of Inclusion One Person at a Time!.
“The business case is clear. Different voices and viewpoints are essential elements of innovation, and innovation is essential to our strategy. We’ve seen volumes of research that clearly link diversity to engagement, growth, high performance and bottom-line results.”
– Gregory FreiwaldDow Executive VP, HR
Shared accountability among all stakeholders is embedded in all four strategic areas.
We have made progress in the of alignment of messaging and actions, internal collaboration, and ultimately improving outcomes. Dow’s emphasis on creating andmanaging an inclusive culture for people with disabilities is becoming increasingly important.
E. Asia and the Pacific
Human Capital Development
Commitment to Community
Improve attraction, retention, and advancement of employees with disabilities
Create opportunities for career development and advancement of all employees with disabilities
Recognizing employees who are role models in breaking down stereotypes of people with disabilities.
Rhonda HenningTalent Acquisition SpecialistDow Workforce PlanningMidland, MI
Marcus ViniciusKerekesMarketing Intelligence Specialist Sao Paulo, Brazil
Marie Madeleine HentschAdministrative LeaderLauterbourg, France
SalmanAjaz MerchantSenior Technologist EH&SMumbai, India
Heather ColeHCP Improvement EngineerFort Saskatchewan, Canada
DEN has active chapters at the following locations:
Europe, Middle East, Africa
Schkopau (Central Germany)
Buenos Aires, Argentina
Mexico City, Mexico
Sao Paulo, Brazil
It’s embracing diversity…
in each one of us… in all of us.