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Being an Employer of Choice (“EoC”) is one of ICL’s main cultural values and a long-term goal of strategic importance for the Company. This requires ICL to be trustworthy, transparent, and accountable, with the resolve to engage with its employees fairly and decently. The Company aspires to be an attentive organization, a place where its employees are proud to work and can fulfill themselves, and to create a work environment that enables people to perform their jobs successfully. ICL also strives to be an EoC by strengthening the Company’s value proposition to its employees and by promoting ICL’s core values. As an EoC, ICL will be best positioned to retain and attract the best and most talented workers, which, in turn, will create opportunities for growth, both for the Company and for its employees.
The Company conducts an annual global Employer of Choice Survey which addresses a variety of crucial topics such as: leadership, enablement, development, meaning, employer brand, employee experience and more. The survey request is sent to nearly all ICL global employees and has a very high response rate of 76% (vs. 75% in 2020). Overall engagement stands at 77% (3 points higher than last year), and the enablement rating is 74% (4% higher than last year). These levels of engagement and enablement are in line with those of high performing companies. The annual results allow the Company to obtain its employees’ input and opinions throughout the years, to map ICL’s strengths and to ascertain the gaps and challenges that remain. This practice helps the Company to build coherent improvement plans and to work together to make a difference, while constantly measuring progress. Read more regarding site-level details on the actions taken following employee feedback.
As part of its learning and development activities, ICL conducts unique workshops designed to establish itself as an EoC. At sites across Europe, learning and organizational development managers conduct workshops to introduce the results of the internal ICL EoC survey. Through a structured process, participants are encouraged to devise actions that will contribute to ICL’s improvement and to strengthen the Company’s relationship with its employees. In this manner, employees are actively involved in achieving positive change for the benefit of the Company and its employees.
In Israel, ICL has begun to measure its progress towards this goal through active participation in the BDI “Best Companies to Work for” ranking. This survey-based ranking measures the views of Israeli employees and managers regarding their current and preferred places of work as well as take into account their companies’ investment in human capital.
ICL’s recognition as an Employer of Choice is significantly growing. Within the last three years, ICL has leapt from 84th place to 38th place among all ranked companies in BDI’s “Best Companies to Work for in Israel” index.
In the 2020 BDI ranking for “Best Companies to Work for”, ICL was ranked 38th among all Israeli ranked employers. ICL ranked in 6th place among all Israeli industrial companies.
ICL aims to continue to participate and improve its ranking, leveraging EoC activities described in this report.
