"Family as a Key to Success"

Sylvie Nicol is a member of Henkel’s Executive Board and is responsible for Human Resources and Infrastructure Services. As a regional ambassador for the Federal Ministry for Family Affairs’ “Family as a Success Factor” corporate program, she serves as a point of contact for companies in North Rhine-Westphalia on the topic of balancing work and family life. In this interview, she discusses her role as a regional ambassador and the importance of a family-friendly corporate culture for small and medium-sized enterprises.

What are your responsibilities as a regional ambassador for the “Family as a Success Factor” corporate program?

As a regional ambassador, I advocate for diversity, tolerance, and a family-friendly corporate culture in North Rhine-Westphalia. These issues are at the top of my agenda and are also an important part of Henkel’s corporate strategy. However, my goal is not just to bring about change at Henkel—these important issues belong on our broader sociopolitical agenda. That is why I am committed to serving as a regional ambassador for the “Family as a Success Factor” corporate program. Specifically, this means that I serve as a point of contact for other companies and organizations, share experiences, and develop ideas and projects together with business leaders. I also place great importance on engaging with policymakers.

What measures does Henkel offer its employees to help them better balance family and work, and to what extent have you personally benefited from these?

On the one hand, the right “infrastructure” is crucial—flexible work models, company-run daycare centers, parent networks, or support from our social services, such as assistance with questions regarding the care of family members, to name just a few examples. But even more important is the right culture—a work and leadership culture that values diversity and appreciation, and where presence isn’t confused with performance.

I, too, have benefited from this family-friendly culture at Henkel. My colleagues—and especially my supervisors—have always supported me. Because let’s be honest: raising children while pursuing an ambitious career isn’t easy. You need support—not just from your personal life, but also from your employer. Henkel has been flexible in accommodating my family situation. But I’ve also always clearly communicated my expectations and goals. When my children were still young, I certainly benefited from the fact that in my home country of France, it’s much more common to return to work quickly after giving birth than it is here in Germany. That’s a cultural issue.

Small and medium-sized businesses, in particular, face challenges due to a shortage of skilled workers and young talent. Do you think these companies can better compete in the market by offering good work-life balance solutions? What advice would you give them?

I am firmly convinced that a diverse and inclusive corporate culture—one that allows employees to effectively balance their personal lives with their careers—is becoming increasingly important for attracting and retaining top talent. Not to mention that a diverse team is also a key factor in business success. Smaller companies, of course, don’t have the same resources—for example, to operate their own on-site daycare centers. Fortunately, however, the government is taking significant steps in this area. Regardless of such facilities, I believe that corporate culture is not a matter of company size.