Wella Company joins the Worldplaces Network!

We are more than happy to welcome to our Worldplaces-Workplaces Working with Migrant Women Network, a company with a long and dynamic presence in the field of beauty and hair care, Wella Company!



Mrs. Vassiliki Kapari, Associate Director, People BP at Wella Company, answers some of our questions regarding Diversity and Inclusion in the Workplace.


  • Why is it important, for you and for the company, to promote Inclusion in the Workplace?

Wella Company from the moment it became an independent company, in December 2020, defined Inclusion as a priority and ranked it under the value “We Are Committed” as the only possible way towards the company’s operation. Wella’s culture has always been a culture of inclusion, where everyone regardless of gender, sexual orientation, religion, nationality or country of origin, age and socio-economic background is welcomed and has access to equal opportunities for development and growth. 

By working in a safe workplace as an employee, you feel comfortable being yourself, your work becomes an extension of your personal space and thus you connect more meaningfully with your purpose and your colleagues. Wella consists of its people and makes sure that in every stage, interaction and country it operates in, they receive acceptance and respect.

Inclusion and respect for diversity brings innovation and creativity to teams, makes us competitive, enhances talent in our organisation, makes employees happy, engaged and empowered, makes brands more attractive and ultimately translates into satisfied customers.


  • Does Wella Company follow Inclusion practices?

The topics of inclusion and equal treatment are high on Wella’s agenda. The clearest practice for inclusion, however, is the use of the six Affinity Groups, to promote diversity, which are divided into identities and professional communities: 1. Black, Brown Professional Executives, 2. Asian Heritage Group, 3. Latino/Hispanic Heritage Group, 4. LGBTQIA+ 5. Female Leadership, 6. Women in STEM.

We are fortunate to be experiencing a dramatic shift in visibility and a meaningful approach to diversity at all levels and we are constantly running surveys, internal communications, training sessions and awareness campaigns even on issues such as microaggressions, unconscious bias and how they fragment the connective tissue of corporate cohesion. We work globally to balance the pay gap between sexes, recruitment issues and we are consistently trying to measure our goals. 

At Wella we have a strong family culture, we believe in utilising the potential and strength of the team, and discriminatory actions are strictly forbidden within the company. This, also, applies to the company’s image to the outside world, efforts are being made in order to eliminate discrimination in the company’s job ads & advertisements.

Staying true to the value of supporting Diversity, Equal Treatment and Inclusion, Wella received the first Equality Label from the General Secretariat for Family Policy and Gender Equality in 2022. The same year, we joined the Diversity Network, signing the Diversity Charter, incorporating it into every process, highlighting its value and recognising its benefits.

Finally, the 3rd pillar of the Wella Company’s Sustainability Strategy is Diversity and Inclusion. We are committed to increasing racial and ethnic diversity, representation of all orientations and global advocacy for inclusion for all, so that our people can always be their best selves, operating in a culture that fosters a sense of belonging.


  •  What encouraged you to become a member of the Worldplaces’ Network?

Women of migrant origin in our country make up a special population category due to their multiple roles which could be experiencing discrimination and thus facing exponentially multiple barriers to their integration into the labour market. Multinational companies are the safest environments to welcome and integrate this group of women into their workforce, due to the inherently multicultural mindset in their operations. By meaningfully engaging with a social issue, we are making a drastic contribution to solving the problem and caring for a vulnerable, but equally capable group of people who have migrated, due to specific circumstances, to the community where our businesses operate. 

Ultimately, we are of help to social cohesion.


All Network member-companies are going to have, until the end of 2024, exclusive access to trainings and tools based on the findings and best practices of the “Worldplaces – Workplaces Working with Migrant Women” pilot phase completed in May 2023, combined with international good practices and literature on the topic of inclusion.  


This project is implemented by the Employability service of Generation 2.0 for Rights, Equality & Diversity and aims to support companies and organisations in the process of migrant women’s equal inclusion in the workplace.


In order for you to join the Worldplaces Network in Greece, please email [email protected] or call the Diversity Network Officer, Mrs. Dimitra Steins, at 213 088 4499.


*The project “Worldplaces-Workplaces Working with Migrant Women” is co-funded by the European Union’s Asylum, Migration and Integration Fund.

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