Cleanliness with Soul: Capital Shine Redefines Responsibility
Interview with Ali-Moussa Khoder, Managing Director and Rana Al-Shibli, Assistant to the Management of Capital Shine GmbH
Capital Shine is more than just a cleaning company. With innovative approaches to integrating refugees and disadvantaged workers, the company with 502 employees (including 120 refugees and 59 employees aged over 63 years) and an annual turnover of EUR 11.2 million, proves that social progress and economic success go hand in hand. Managing director Ali-Moussa Khoder and deputy assistant of management, Rana Al-Shibli, discuss their vision of a fairer working world shaped by digital transformation and integration.
Wirtschaftsforum: Mr. Khoder, Hauptstadt Glanz has undergone a comprehensive transformation in recent years. What were the reasons for this change?
Ali-Moussa Khoder: We have not only changed our name to Hauptstadt Glanz, but also reconsidered our concept. At its core, it is about social advancement. Berlin has the largest pool of refugees in Germany and we see it as our duty to meet these people at eye level and give them a real chance. That's the heart of Hauptstadt Glanz.
Wirtschaftsforum: Ms. Al-Shibli, you are relatively new to the company. What role do you play in the implementation of this vision?
Rana Al-Shibli: My main task is to drive our digital transformation, especially on platforms like Instagram and TikTok. The goal is to create appreciation for our employees and reach a new audience. We want to give a voice to those who have often been overlooked so far.
Wirtschaftsforum: This sounds like an ambitious project. How do you finance these initiatives?
Ali-Moussa Khoder: We have invested 189,000 EUR into the integration of our workforce. This investment was made possible in part by our employees foregoing salary increases and halting all further investments. It's impressive to see how our workforce supports this project. Unfortunately, the funding of 102,000 EUR from the Employment Agency was not approved.
Wirtschaftsforum: Ms. Al-Shibli, you mentioned the challenges for young people. How do you specifically address the needs of different age groups?
Rana Al-Shibli: Our team ranges from young professionals to experienced workers over 60. Older employees often face health challenges, while language barriers are a focus for refugees from Syria or Ukraine. We employ interpreters and assist with everyday tasks like filling out forms.
Wirtschaftsforum: Mr. Khoder, what is your strategy for integrating people with disabilities?
Ali-Moussa Khoder: More than 50% of our workforce has a language deficit due to their migration background. Many of them had never worked before. We try to understand each person individually and find the right approach. In over 90% of the cases, we succeed. Of 120 employees, 108 were able to be retained by us. It's a challenging, but very rewarding process for the future.
Wirtschaftsforum: How does this integrative approach affect your corporate culture?
Rana Al-Shibli: We give our employees the space and time to develop. Our site manager offers special support on-site. It is fascinating to see how people evolve. About 70% of our employees were not previously employed. We promote them in a way that they either stay with us or develop elsewhere. By integrating the employees, we are able to fulfill our contracts and take on new ones.
Wirtschaftsforum: Ms. Al-Shibli, what do you see for the future of Hauptstadt Glanz?
Rana Al-Shibli: I see great potential, especially since we focus not only on numbers but on people. My family also fled here. This experience motivates me to establish foundations and make a difference. Many businesses lose their social spirit - we want the opposite. This sets us up anew for the future, because without employees, there are no orders.