When Caitlin Inwards joined BASF Canada Inc. in December 2020 after more than 10 years in various human resource roles in related industries, she knew about the global chemical company’s commitment to diversity, equity and inclusion (DEI).
“It was evident in my interviews that BASF was a front-runner in the DEI space,” says Inwards, now a senior talent & organizational development/learning specialist at the company’s head office in Mississauga, Ont.
Despite a strong desire to get involved, she had only limited experience in developing and administering DEI programs. “I was up front,” she says. “I said I hadn’t had many opportunities in the past, but I saw an opportunity at BASF to focus on DEI.
“Fortunately,” she says, “they had faith in me.”
As one of nine members of the company’s Canada People Team involved in HR and communications, Inwards has worked over the past year with company leaders on DEI initiatives. In particular, she co-chairs the company’s DEI Council, whose members lead the company’s operations across the country and ensure that BASF Canada’s DEI initiatives help in attracting, developing and retaining the best possible talent.
“DEI is at the core of BASF Canada’s strategy,” says Apala Mukherjee, president of BASF Canada. “We believe that when we have a diverse workforce, conscious inclusion, and equity among our team, real impactful work happens.”
A subsidiary of BASF SE, BASF Canada employs almost 1,200 people across the country, including 135 employees at headquarters involved in corporate functions such as communications, ecology, health and safety and human resources.
Over the past year, Inwards has been involved in numerous DEI-related campaigns, including the Inclusion Champions Initiative, in which 30 employees across Canada, all of whom come from different roles, are actively planning and executing impactful actions in six critical areas for DEI at BASF Canada.
“We try to draw in voices from all parts of the organization,” she says, “so we can see how employees’ experience on the shop floor, for example, where they don’t have access to a computer all day, might differ from someone who’s online all day.”
In addition to the DEI Council, a number of employee-led resource groups contribute to the company’s DEI strategy, including Women in BASF, ALLchemie (LGBTQ+ and allies), the Remote Employee Community, and the DEI IMPACT Group, which now focuses primarily on the BIPOC community and allies.
“We want every employee in the company to feel included,” says Mukherjee. “True belonging is a powerful motivator for engagement and is something we strive to provide from the moment a new employee joins our community.”
Inwards felt a sense of belonging from her first day with the company, even though she spent the first 10 months working from home because of COVID-19 restrictions. As her manager introduced her to people who would contribute to her success, Inwards suggested ways to improve the onboarding process.
The response, she says, was reassuring. “Instead of reacting defensively, they replied with a message of empowerment – ‘How can we support you to make the improvements you believe would be impactful?’”
BASF Canada’s parent organization employs 117,000 people in 90 countries and has earned a reputation for developing talent throughout the world. Not surprisingly, within six weeks, Inwards’ manager had enrolled her in a change-management program to further her career with the company.
“It’s one thing I love about BASF,” says Inwards. “The organization really fosters internal talent. Whether it’s a lateral move or a progression in your career, the company supports you.”
