DHL

Q: What lessons have you learned from participating in the Great Place To Work in Sri Lanka survey this year?

A: This year’s survey was particularly insightful with thought-provoking questions that challenged us to reflect more critically on our practices and employees’ evolving expectations. It shed light on emerging workforce priorities from development opportunities to emotional wellbeing.

We also noted heightened competition with new and dynamic companies entering the rankings. This has motivated us to raise the bar in our practices and reaffirm our commitment to innovation in employee engagement, development and recognition. It’s a reminder that being a great place to work requires continuous effort, agility and a willingness to evolve.

Over the years, participating in the survey has helped us recognise the necessity of going beyond basics to building a workplace that supports performance, and nurtures purpose, passion and personal growth. The survey has provided a mirror to reflect on our current culture and a road map to the future.

Q: How does your organisation strike a balance between business growth and employee development?

A: At DHL, business growth is assured through a meticulously created business strategy delivered by our leadership team. We believe that by building their leadership capabilities through our award-winning Certified International Specialist programme and empowering them with the right responsibilities propels us to achieve our business strategy that drives desired business results.

This also results in exceptional leadership, which forms the foundation that enables us to perform our best every day, leading us to become a great company to work for all.

Our leaders are not only responsible for role modelling the right behaviours, empowering teams and making balanced decisions but they also bring the group’s strategy to life, fostering a culture where people are inspired to exceed expectations and grow professionally and as individuals.

It’s sufficient to say that our leaders embody our core values, creating an environment where every individual feels valued, respected and motivated to contribute to our collective success.

Through their guidance, we navigate the challenges of today and seize the opportunities of tomorrow, strengthening our position as a global leader in logistics.

Q: How does your organisation achieve a personalised and engaging employee experience?

A: DHL’s corporate governance philosophy demonstrates how governance driven CSR can generate stakeholder value and advance sustainable development through employee engagement.

We fulfil our purpose of ‘Connecting People and Improving Lives’ by providing a safe, inclusive and purpose driven workplace that motivates and engages employees. Our GoHelp, GoTeach, GoTrade and GoGreen corporate social responsibility initiatives provide purpose for employees – inspiring pride, loyalty and long-term engagement.

Moreover, we deepen employee camaraderie through sportsmanship. Our commitment to creating a vibrant workplace culture is also showcased at inter-company and external sporting events including a region wide Asia Cup that brings together employees from different countries to showcase talents and compete in football, cheerleading and ‘cheer pom.’

At DHL, engagement is woven into the everyday employee experience. After office hours for instance, our vehicle park transforms into a lively badminton court and sporting arena.

We also ensure that employees share in unforgettable experiences in our world-class sponsorships from international sporting events such as Formula One (F1) to Coldplay concerts – not only behind the scenes but in the spotlight.

These initiatives foster teamwork, camaraderie and a sense of unity among our workforce.

“DEIB is the foundation for employee related efforts including our aspiration to become the employer of choice and a great company”

Q: What is your organisation’s stance on promoting inclusive practices when it comes to hiring, motivating and retaining people?

A: The shift from diversity and inclusion (D&I) to diversity, equity, inclusion and belonging (DEIB) is timely, and DHL has embraced this change in a positive way. Progressive companies recognise the importance of DEIB for sustainable business as today’s talent pool views potential employers through a DEIB lens.

A culture of belonging allows everyone to be their authentic self; and as a company powered by people, DEIB is a topic that is at the heart of everything we do at DHL.

By actively promoting DEIB through activities such as offering financial support for daycare facilities, and celebrating cultural and festive occasions such as The Generations Day, Aluth Avurudu, Deepavali and Ramadan, we develop the best workforce so that everyone makes a difference with their contributions.

DEIB is the foundation for employee related efforts including our aspiration to become the employer of choice and a great company to work at for all. This is why DEIB is an intrinsic part of our sustainability road map as well.

Locally, we foster inclusivity and collaboration through our diversity team – a dynamic group made up of employees representing each generation. The goal is to bridge generational gaps and promote mutual understanding while working towards shared objectives. What sets this initiative apart is the empowerment given to the team.

With the freedom to plan and lead, they take charge of organising meaningful activities – especially those that honour cultural and festive celebrations highlighted earlier. The team cultivates a spirit of unity and has sparked a healthy competition, turning celebrations into vibrant, team driven experiences that everyone looks forward to.

– Compiled by Nirmali Ameresekere

---

Telephone: 2304304 | Email: lkmarketing@dhl.com | Website: mydhl.express.dhl/lk