Inspiration

Aalst, Belgium, March 3, 2025 – As an inclusive employer, Ontex thrives on diversity, uniting backgrounds and perspectives to create a culture of respect, belonging and equal opportunities. That’s why this week, we celebrate International Women’s Day, taking place on March 8.  This global day recognizes the social, economic, cultural, and political achievements of women. It also calls for action to speed up gender equality, so we want to take a moment to explain why this day is important at Ontex, and what we are doing to reach gender parity in leadership positions by 2030.

Recognizing International Women’s Day demonstrates our commitment to an inclusive and equitable workplace. By acknowledging the contributions of women within our organization, we not only celebrate their accomplishments but also confirm our dedication to creating a supportive environment that enables all individuals to thrive. 

Accelerating action to reach our 2030 target

Our aim is to reach gender parity in leadership positions by 2030. With 20% today, we recognize there’s still significant progress to be made. To support our ambition, we have put in place several initiatives: 

  • Measurable targets: 
    What we’re doing: We have set clear, measurable targets for gender representation at the ELT (Extended Leadership Team) level. These are regularly reviewed and reported to ensure progress and accountability.  For the rest of the organization, we regularly monitor and report on gender diversity metrics to track progress and identify areas for improvement.
    Why it matters: This data-driven approach keeps us focused on our gender parity goals and helps us make informed decisions to drive change. 
  • Inclusive recruitment & talent practices:
    What we are doing: We have updated our recruitment processes to attract and hire diverse talent, ensuring gender-balanced shortlists for ELT positions and applying unbiased selection criteria. Additionally, we are reviewing other key processes, such as talent reviews, succession planning, and performance evaluations, to identify and eliminate potential biases. 
    Why it matters: A fair and inclusive hiring and talent management approach helps us build a diverse leadership pipeline and ensure equal opportunities for career growth across all levels of the organization.
  • Support for hiring managers: 
    What we’re doing: We are equipping hiring managers with resources to build more diverse teams. This includes updated interview guides, e-learnings, and career conversation training coming soon.
    Why it matters: Providing the right tools ensures that gender balance is actively considered in hiring and succession planning, helping managers make more inclusive decisions and contribute to a more diverse workplace. 

By focusing on gender equality at the leadership level and implementing these practices across the organization, we aim to create a fair and welcoming environment for everyone. Diverse leadership teams bring fresh ideas and inclusive decision-making that ultimately benefit us all.  

Reinforced commitment to gender parity and inclusion 

Recently, our Executive Management Committee (EMC) signed two new policies: the Diversity, Equity, and Inclusion (DEI) Policy and Our People Policy.
Annick De Poorter, Chief Innovation & Sustainability Officer, and Paul Wood, President North America, both DEI Sponsors:

These policies turn our aspirations into a concrete framework, supporting our commitment to be a workplace where DEI, mutual respect, fairness, and continuous development are core principles. Together, we can drive meaningful change and build a brighter future for everyone. Let’s recognize the remarkable contributions of women at Ontex and continue to push forward in our journey towards gender equality.