With their Canadian head office in Mississauga, Hilti employs approximately 500 highly trained team members in sales, engineering, marketing and other support roles across the country.
Hilti’s talent management strategy is to grow talent within the organization by providing a culture where team members can develop and have multiple careers within the company. Recognizing that team members require flexibility and organizational support through various stages in life, they have improved benefits and leave policies for all team members to ensure that they have the organizational support they need.
For example, a new paid family leave policy supports team members during parental and maternity leave by offering a salary top up to government benefits for up to 12 weeks. Additionally this policy extends to team members who need to care for a family member.
Hilti is also rolling out a host of other flexible work arrangements, including telecommuting and flexible schedules. According to Kahn, “our idea is that these programs will lead to us being more inclusive to people who are raising children, taking care of aging parents or balancing work and school, and that this will allow us to not only attract new people but retain the ones we have.”
Training and Awareness
To make sure all team members are on the same page, they have hired an external trainer to educate all leaders on diversity and inclusion. This training encourages leaders to challenge the status quo, take a look at their own biases and become accountable for moving Hilti’s Inclusion agenda forward.
Hilti has also created a number of forums to get the discussion going across the organization. Employee Resource Groups provide women with a forum to discuss their challenges and the new Inclusion Council gives leaders and others a chance to discuss how they can become more inclusive as an employer.