'Inspiring Inclusion': Companies building success by including, empowering women leaders

Inspiration—the kind that drives success and innovation—can come from anywhere.

And that makes inclusion essential.

The theme for this year's International Women's Day (IWD), which is recognized around the world as an opportunity to celebrate the achievements and contributions of women, is built around this principle.

When women are included, empowered and valued, they bring the kind of expertise, insights and work ethics that drive success.

According to the official website for IWD, inspiration is what sparks inclusion.

"When we inspire others to understand and value women's inclusion, we forge a better world," the site notes about this year's theme.

The "Inspiring Inclusion" theme is about creating an environment and sense of belonging to ensure that everyone feels valued, heard and empowered to participate at work, in the community and the world at large.

When companies encourage a culture of inclusion, they make sure everyone has equal access to opportunities across all areas of a workplace as well as provide the resources or support based on individual needs.

Across the rubber industry, companies are doing exactly that, and their strides have not gone unnoticed. Cabot Corp., Dow Inc., Michelin North American Inc. and PPG all were listed among America's Greatest Workplaces for Women by Newsweek in 2023.

What exactly are they doing to ensure success?

Start with Cabot.

The Boston-based carbon black manufacturer has made it an explicit aim to encourage diversity and does so, in part, by ensuring women within its ranks have opportunities to grow, thrive and find success.

That mission drew Jennifer Chittick to the company. And it's her belief in that mission that drove her to play an essential role in helping to expand it. Chittick, who serves as vice president of safety, health and environment, also is the co-chair of the Women's Employee Resource Group—a safe place where women across the company can find support and inspiration.

"I am a strong proponent of creating space for people," Chittick said. "I work hard to create a safe space where people feel comfortable sharing their perspectives. I believe that diversity in views provides a much richer conversation and ultimately leads to better outcomes."

For Cabot, that diversity in thought begins by ensuring more diversity across its work force. To help with this, Chittick said, "Cabot actively seeks partnerships with organizations that support women in the industry and participates in career fairs and networking events to attract a diverse pool of candidates."

And that support component, she said, is essential. Because for women to feel "included" they have to feel valued—supported. They need their company to feel like one of those safe spaces.

Michelin, likewise, works to create those kinds of safe spaces at all of its locations. And that is especially true of the passenger car tire facility in Greenville, S.C., where Nathalia Hasselman is site manager.

In addition to actively recruiting women, Michelin is working to foster the leadership potential it sees in its female employees. It does so through leadership development opportunities, support networks tailored to the needs of female employees and policies that address gender bias and discrimination.

And just as importantly, Michelin is working to ensure its facilities are safe spaces. The kind that are supportive of women.

"We are working to improve the facilities," Hasselman said. "This includes significant investments in studies to implement nursing rooms in our factories and some flexible work arrangements."

Cabot builds safe spaces for women to thrive with competitive pay and benefits that accommodate the needs often expressed by women. This includes parental leave and hybrid/flexible work options.

"We have policies in place to prevent and address discrimination and harassment, ensuring a safe and supportive environment for all employees," Chittick said. "(Cabot) also provides regular diversity and inclusion training sessions to educate our team on these values."

The carbon black maker also endeavors to model inclusivity in senior leadership with women holding 30 percent or more of the executive team and board of director positions.

Women in leadership roles make a difference, not only because they help to drive success but because they inspire the next generation of leaders.

Joanne Sovereign can attest to that.

"I work with many women leaders at PPG who I look to for inspiration and call on for guidance," said Sovereign, plant manager of PPG's Lake Charles, La., silica manufacturing facility. "Organizations like the Women's Leadership Network allow women to learn from each other, contribute to business strategies and gain the confidence to realize our potential. PPG helps build those connections and works to recognize and address barriers to diversity, equity and inclusion."

Safe spaces are built on foundations of trust.

And trust doesn't come easily. It takes time, effort and authenticity to foster it.

"It's important when building trust to lead with actions such as demonstrating humility, curiosity and active listening," Chittick said of how she works to build trust within her own teams at Cabot. "It's also critical to show I am a human and I make mistakes. I take all opportunities to share these events to set an example. I want to encourage an open, learning environment where we can grow together."

Sovereign believes in the value of cultivating trust. And as plant manager for PPG, she is responsible for helping to foster it.

Trust, she noted, starts with listening. That listening leads to empowerment and empowerment brings greater success.

"When employees feel known and cared about, they are inspired to learn new things and contribute to what we are accomplishing," Sovereign said. "… I encourage them to ask a lot of questions and to never be afraid to approach me. Throughout my career, I have seen time and again that a more inclusive and diverse workplace results in better outcomes."

Jessica Ding knows a thing or two about those better outcomes. As marketing manager, she is responsible for defining and implementing the growth strategy for Dow's silicone elastomer portfolio. And the success therein hinges on the company's ability to tap a range of ideas and talents brought forth from a diverse work force.

"I very much believe that diversity and inclusion efforts are never a one-and-done sort of thing—at work and in your personal life," Ding said. "To generate a real difference in this area, companies and individuals need to work on it thoughtfully every day. It's not enough to just say you value inclusion—it's about what you're doing to make yourself inclusive.

"Inclusion at Dow starts at the top. Jim Fitterling, CEO, and the senior leadership team do a fantastic job embracing diversity, equity and inclusion and setting the stage for the rest of the organization."

But Dow's inclusion efforts go beyond its own front door.

The company seeks out diverse suppliers and ways to support the communities in which it operates. Collaborations with external partners who value diversity, equity and inclusion play a driving role in Dow's inclusion efforts. This is especially true in sports partnerships such as the LPGA Tour where Dow is hyper-focused on elevating female athletes, advancing equity and using the platform to empower young women to consider careers in STEM.

In other words, it all comes back to inclusion.

The kind of inclusion that inspires success.

"A culture that is supportive and respectful toward all employees inspires me, this includes understanding and valuing women's inclusion," Chittick said. "… IWD is important in providing a platform to amplify our commitment to diversity and inclusion and gender equity. Globally, across Cabot, IWD has been recognized in different ways."