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People Story
Douriya
Douriya

Douriya

Senior Manager Diversity and Inclusion

Role title

Senior Manager Diversity and Inclusion

Based

Zurich, Switzerland

Segment

Smart Materials

Joined Evonik

2012

Study

Bachelor of Arts: Joint honors Degree Human Resource Management with Psychology, Systemic Master Coach

About Douriya
Role title

Senior Manager Diversity and Inclusion

Based

Zurich, Switzerland

Segment

Smart Materials

Joined Evonik

2012

Study

Bachelor of Arts: Joint honors Degree Human Resource Management with Psychology, Systemic Master Coach

#WhyWeDoIt - As a Senior Manager for Diversity and Inclusion Douriya strengthens these topics even more at Evonik and integrate them into processes. In her People Story Douriya tells more about her work and why she is so passionate about it.

The topic of Diversity & Inclusion requires passion and continuous communication. Why is it so important to you to highlight this topic at Evonik?  

My biggest motivation has always been people. The exchange with different personalities fascinates and inspires me. I have a mixed background myself. I am half Kabyle, half German. My life’s events and the different places I have lived have shaped me. It is the same with everyone else: everyone has an exciting story to tell, with the most diverse experiences and perspectives. They are worth listening to, being as curious and as unbiased as possible. If we give people space to be authentic, we can learn so much and overall, enrich our lives. An environment of respect and understanding strengthens and motivates each individual and encourages people to give their best.  

How do you define diversity and inclusion at Evonik?  

A variety of perspectives, different personalities and thinking styles, using different types of knowledge purposefully and consciously, and fostering a sense of belonging - that is diversity and inclusion. 

The  topic of diversity and inclusion has many layers and can be complex at times, that’s why we take our colleagues on a learning journey, the “Diversity Journey”. It helps employees to consciously integrate the topic into their daily work and to recognize their own role in diversity and inclusion at Evonik. Through six development steps within the two phases – “Move” and “Improve” – they can discover and implement the matter for themselves.  

Whether it is about trying to increase engagement and motivation, or working to avoid discrimination, developing women into leadership functions or simply utilizing the variety of competences people have to offer, the key factors to living diversity lie within having an inclusive mindset and behaving inclusively. The topic of diversity accompanies our employees through all phases of their professional lives along the Employee Life Cycle. With the Evonik competency model and the new competency “Incorporating Diversity”, we are sending out strong messages to integrate the topic into processes, make it more visible and to address any unconscious bias early.  

What is on your To-Do-list for the next few months?  

The roll out of the Diversity Journey and the associated toolbox is at the top of the list. We are planning more rounds of introductions in the divisions and regions, train-the-trainer events and actively accompanying pilot groups taking onthe Journey. In addition, we are planning further Diversity BarCamps, running the Reverse Mentoring Program, a lot of communication in our internal community and, of course, further measures to link the topic with all HR processes.  

Take a look into the future - what do you wish for?  

I would like the topic of diversity and inclusion to be well understood. That it is not just a means to an end, but the basis of our dealings with one other - driven by respect, curiosity and acceptance. 

#Inclusion #WhyWeDoIt #PeopleStory #Diversity #Human Resources #Europe #Experienced professional
Douriya
Post Cover Image
Details
location based
Based

Zurich, Switzerland

segment
Segment

Smart Materials

Joined
Joined Evonik

2012

Study
Study

Bachelor of Arts: Joint honors Degree Human Resource Management with Psychology, Systemic Master Coach

Hash Tags
TAGS

MEET THE TEAM

#WhyWeDoIt - As a Senior Manager for Diversity and Inclusion Douriya strengthens these topics even more at Evonik and integrate them into processes. In her People Story Douriya tells more about her work and why she is so passionate about it.

The topic of Diversity & Inclusion requires passion and continuous communication. Why is it so important to you to highlight this topic at Evonik?  

My biggest motivation has always been people. The exchange with different personalities fascinates and inspires me. I have a mixed background myself. I am half Kabyle, half German. My life’s events and the different places I have lived have shaped me. It is the same with everyone else: everyone has an exciting story to tell, with the most diverse experiences and perspectives. They are worth listening to, being as curious and as unbiased as possible. If we give people space to be authentic, we can learn so much and overall, enrich our lives. An environment of respect and understanding strengthens and motivates each individual and encourages people to give their best.  

How do you define diversity and inclusion at Evonik?  

A variety of perspectives, different personalities and thinking styles, using different types of knowledge purposefully and consciously, and fostering a sense of belonging - that is diversity and inclusion. 

The  topic of diversity and inclusion has many layers and can be complex at times, that’s why we take our colleagues on a learning journey, the “Diversity Journey”. It helps employees to consciously integrate the topic into their daily work and to recognize their own role in diversity and inclusion at Evonik. Through six development steps within the two phases – “Move” and “Improve” – they can discover and implement the matter for themselves.  

Whether it is about trying to increase engagement and motivation, or working to avoid discrimination, developing women into leadership functions or simply utilizing the variety of competences people have to offer, the key factors to living diversity lie within having an inclusive mindset and behaving inclusively. The topic of diversity accompanies our employees through all phases of their professional lives along the Employee Life Cycle. With the Evonik competency model and the new competency “Incorporating Diversity”, we are sending out strong messages to integrate the topic into processes, make it more visible and to address any unconscious bias early.  

What is on your To-Do-list for the next few months?  

The roll out of the Diversity Journey and the associated toolbox is at the top of the list. We are planning more rounds of introductions in the divisions and regions, train-the-trainer events and actively accompanying pilot groups taking onthe Journey. In addition, we are planning further Diversity BarCamps, running the Reverse Mentoring Program, a lot of communication in our internal community and, of course, further measures to link the topic with all HR processes.  

Take a look into the future - what do you wish for?  

I would like the topic of diversity and inclusion to be well understood. That it is not just a means to an end, but the basis of our dealings with one other - driven by respect, curiosity and acceptance. 

Post Cover Image
Details
location based
Based

Zurich, Switzerland

segment
Segment

Smart Materials

Joined
Joined Evonik

2012

Study
Study

Bachelor of Arts: Joint honors Degree Human Resource Management with Psychology, Systemic Master Coach

Hash Tags
TAGS

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