Few voices in the diversity, equity, and inclusion (DE&I) space resonate with as much authenticity, purpose, and passion as Caroline Sehn’s. Currently serving as the DE&I Lead for Data, Digital & IT at Merck, she blends her personal experiences with passion for working with people to develop and implement effective DE&I strategies, foster an inclusive workplace culture, and drive initiatives that promote diversity and equity.
Her journey from an English teacher in Brazil to an influential DE&I leader at a global company exemplifies the power of self-belief, self-awareness, and resilience. It also demonstrates the positive impact of purposeful leadership in creating an equitable workplace.
Caroline is also a certified yoga teacher and holistic therapist with a passion for Indian culture. She believes that her holistic approach to life and work has enriched her leadership style and commitment to DE&I. As a woman in leadership, Caroline’s personal goals include continuing to drive impactful DE&I initiatives and advocating for inclusive policies that support diverse talents “Seeing how small changes can make a big difference in people’s lives really motivates me,” she says.
Path Leading to DE&I
Before joining Merck, Caroline’s career path was diverse and unconventional. Initially, she studied physiotherapy but soon realized her true passion lay in connecting with people and driving positive change. “This led me to transition into the field of communications, where I specialized in employee engagement and motivation,” she says.
In Brazil, where she began her professional journey, she worked across various industries – from retail to corporate communications. Early in her career, she was also an English teacher, working with kids and teenagers, which, according to Caroline, instilled in her a deep commitment to fostering inclusivity and equity.
She shares that being a Latina woman, growing up in Brazil and navigating various career paths, she witnessed firsthand the challenges and opportunities that diversity brings. “And I have always been passionate about working with people, empowering, and supporting them,” she says.
So, when the opportunity came to lead DE&I at Merck, Caroline saw it as a chance to contribute to a cause close to her heart and to drive meaningful change within a global organization.
A Woman in the Tech and Science Industry
Thriving as a woman in leadership in the tech and science industry comes with its challenges, especially in overcoming gender biases and societal expectations, according to Caroline. “It can be challenging for society to accept a free-spirited, divorced and now single, and independent woman, without a traditional family structure.”
Such challenges, however, have not dampened Caroline’s indomitable spirit. Instead, these experiences have taught her resilience, the importance of continuous learning, and the power of authenticity.
They have strengthened her resolve to drive change and make an influential impact on the next generation. Caroline aims to empower and inspire young women to pursue careers in technology and leadership, emphasizing the importance of self-awareness and resilience.
“By sharing my experiences, I hope to create a more equitable landscape where women can thrive and lead confidently,” she says. “We have the power to become anything we desire; nothing is beyond our reach.”
Best Recognition and Awards
Caroline is the recipient of several prestigious awards, including the CIO Special Excel Award in 2024 for leveraging accessibility through digital technology and the Merck DEI Award in Germany in 2023. However, for her, the best recognition is the feedback from colleagues who say her work has had a positive impact on their lives. “Knowing that my work makes a difference is the greatest reward,” she says.
She also points out that such recognition validates their efforts in supporting accessibility and disability at Merck. It also showcases their dedication to fostering diversity and inclusion in the workplace.
At Merck, Caroline has consistently exceeded expectations. Under her leadership, the DDIT organization has achieved an impressive DEI index score of over 85% for two consecutive years – 86% in 2022 and 87% in 2023. The teams’ efforts have elevated Employee Engagement Survey (EES) scores to over 80%. These metrics reflect a thriving and supportive organizational culture because of a common vision, initiatives, and earnest commitment to DEI.
Brief Introduction to Merck KGaA
Merck KGaA is a global science and technology company with a rich history spanning over 350 years. With a diverse portfolio in healthcare, life sciences, and electronics, the company remains at the forefront of innovation. It stays competitive by investing in research and development, fostering a culture of collaboration, and embracing digital transformation. Merck’s commitment to sustainability and ethical practices also sets it apart.
Caroline points out that by prioritizing DE&I, Merck ensures that diverse perspectives drive innovation, allowing it to stay ahead in a rapidly evolving industry. According to her, although the company has always been a diverse organization — present in 66 countries with around 64,000 employees from 139 nationalities — it recognizes that its continued success depends on its ability to build a work environment that champions equity and inclusion worldwide.
Caroline ensures a culture of integrity in her team and company by leading by example and fostering an environment where ethical behavior is valued and rewarded. “At Merck, we prioritize transparency, accountability, and open communication,” she highlights. They set clear expectations and provide training on ethical practices to empower employees to make decisions aligned with the company’s values.
“Regularly reinforcing our commitment to integrity through internal communications and recognizing ethical behavior helps to embed these values into our organizational DNA,” Caroline says.
A DEI Leader’s Contribution
As the DEI Lead for Data, Digital & IT at Merck, Caroline’s contributions focus on creating a more inclusive and equitable workplace. She explains that by implementing initiatives such as Talent Corners, launching impactful branding campaigns, and fostering accessibility through digital tools, they are enhancing a culture of belonging and understanding. “These efforts not only enhance employee engagement but also drive innovation by leveraging diverse perspectives,” she points out.
Caroline and the team’s goal is to make IT the “Place to Be for all,” achieve gender parity in leadership in 2030 and increase representation from underrepresented groups. All these align with Merck’s vision of becoming OneMerck, a place where everyone can thrive.
In support of this vision, Caroline and her team’s focus is on four key pillars:
- Enhancing Accessibility through digital technology: Caroline points out that through initiatives like “Aid-IT4You,” they foster accessibility for all, specially to colleagues with disabilities
- Educating Our People and Leaders: They successfully achieved over 90% participation from leaders in the launch of their Global Inclusive Leadership Workshop. Furthermore, they introduced a quarterly newsletter that highlights important DEI topics, raising awareness and keeping stakeholders informed. Caroline explains that by integrating their events into the most important CIO meetings and securing the sponsorship of their CIO and senior leaders, they ensure widespread participation and support.
- Building Sustainable Women in Leadership Pipeline: They have created multiple branding campaigns to make IT more women-friendly and project an image that digital technology is for everyone, not just tech specialists. Additionally, Caroline points out that they drive a Women in Network program with the main goal of developing, upskilling, and creating a safe space for our women. She adds that the most rewarding aspect of this initiative is getting feedback from colleagues that their efforts have transformed or helped their lives.
- Fostering Talent Development and Becoming One-Organization: Beyond gender-specific programs, they are committed to developing and retaining their diverse talent pool through initiatives such as Mentoring, High Potential Programs and Talent Corners.
Caroline and her team are also focusing their efforts on leveraging cultural awareness to build a more inclusive and understanding workplace.
Typical Day and Work-Life Balance
Her typical day is a blend of strategic planning, cross-functional collaboration, and hands-on DEI initiatives. She regularly engages with HR, department heads, recruitment teams, and senior leadership to align diversity, equity, and inclusion goals with overall company objectives. These meetings often focus on assessing progress, identifying gaps, and driving initiatives forward. In addition, she organizes workshops and training sessions, ensuring that DEI efforts are integrated into the company culture. A key part of her role is analyzing data to measure the impact of these initiatives and make data-driven decisions for future actions.
Throughout the day, she actively participates in Employee Resource Group meetings and collaborates with teams to cultivate an inclusive environment. Another crucial aspect of her work involves preparing communication materials for awareness campaigns that promote the importance of DEI across the organization.
To keep herself motivated, Caroline believes that conscious effort and self-care are required to maintain a balance between personal and professional life. So, she practices yoga, meditation, and silent retreats, which helps her stay grounded and focused. “My passion for Indian culture and holistic practices enriches my well-being and provides a balanced perspective,” she points out.
What Is Success?
For Caroline, success is not just about hitting personal milestones but also about making a positive impact on the people around her and staying true to her values. She defines it in terms of connecting with others, and helping them achieve their own goals. “It’s the little victories and the big changes we make together that truly define success for me,” she says.
In her role at Merck, it is about driving DEI initiatives that empower individuals and ensure everyone has the opportunity to thrive. She believes that the foundation for success lies in self-knowledge –understanding one’s true values and strengths. Self-consciousness and self-awareness, according to Caroline, enable one to lead authentically and effectively, aligning actions with core beliefs. To stress this point, she quotes Socrates: “To know thyself is the beginning of wisdom.”
Message to Aspiring Women Leaders in DE&I
Caroline advises aspiring women leaders to work on their self-awareness, self-belief, and self-realization, as well as embrace them. She encourages them to be authentic, understand their true values, trust their own abilities, and lead with empathy and resilience.
Also, in her message, she tells them to search for a coach, therapist, or as many mentors as they can have. She recommends practicing silence as well. She says, “You should experience a silence retreat at least once per year.”
Caroline urges them to embrace their differences, which, according to her, are a leader’s greatest strength. “And Never underestimate the impact you can make,” Caroline says. To reinforce this point, she quotes from the movie “The Matrix”: “I love when Morpheus says, ‘Don’t think you are, know you are’.”
5 Tips to Leverage DEI In a Company
For aspiring leaders, Caroline offers five tips on leveraging DEI within their companies. First, she suggests building strong, close relationships with senior leaders and obtaining their sponsorship and support. She explains that having these leaders champion DEI initiatives lends credibility and visibility to the efforts. Her second tip is to implement a holistic recruiting and onboarding strategy – we must be intentional and proactive. We have to embedded DEI and use a customized inclusive recruiting and onboarding particularly when attracting underrepresented employees.
Caroline also advises integrating DEI into senior leaders’ meetings and events to ensure it remains a visible and integral part of the company culture. She underscores that every event or meeting is an opportunity to incorporate DEI topics. Additionally, she recommends showcasing personal stories or experiences to highlight diverse perspectives, as this enhances recognition and motivates teams and individuals. Lastly, Caroline stresses the importance of fostering networks and ERGs, pointing out that they are crucial in driving change and building a sense of belonging.
