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The right person for the right job - no barriers
At ICL Diversity means understanding, accepting, and valuing differences between people including those:
Inclusion means embracing colleagues who look, act and, importantly, think differently. Inclusion is a collaborative, supportive, and respectful environment that increases the participation and contribution of all employees. Inclusion is ICL’s attempt to welcome and acknowledge what makes each of its employees diverse and to make ICL a welcoming workplace and a fair workplace, as well as creating opportunity. Inclusion is how ICL guard against blind spots.
Finally, ICL views Belonging as a human need, genetically wired in each and every one of us. We are compelled to belong, and we are actually compelled to belong in our unique way. And that compelling need to belong has a light side, meaning unlocking one’s authentic self and leaning in and having high engagement.
…with all our differences, becoming stronger together!
As part of ICL’s Employer of Choice journey, it has committed to become a more inclusive and attentive organization.
One of the key milestones in this important journey is to commit to ICL’s Diversity and Inclusion (D&I) policy, first formulated in 2020, that will enable ICL’s direction and measures in this area.
As part of this process a Global ICL D&I officer was nominated. The new role includes responsibility for supporting the Company by developing a D&I culture and improving ICL’s D&I measures.
ICL also launched a dedicated and interactive online intranet, (MyCampus), to inform and educate employees on Diversity, Inclusion and Belonging issues.
In recent years, ICL has been working with various NGOs and other partners, including initiating round table discussions, to learn how to increase its pool of diverse talent and to reach out to under-represented groups. In the US, ICL is working with various groups at Missouri Science & Technology University to create awareness and interest in the Company. ICL is also utilizing social media to showcase its commitment to diversity.
As the Company works to strengthen its recruiting activities, it is also implementing an advancement program for suitable, diversified candidates.
Initiating Global Membership Catalyst
Catalyst is a global non-profit working with some of the world’s most powerful CEOs and leading companies to help build workplaces that work for women.
Founded in 1962, Catalyst drives change with pioneering research, practical tools, and proven solutions to accelerate and advance women into leadership – because progress for women is progress for everyone. With ICL’s membership every employee in ICL will have access to world-class resources that support individual career growth, inclusive leadership skill building, and organizational change efforts at www.catalyst.org.
Educational offerings
During each employee’s journey, they will learn to understand their biases and how to change their way of thinking to act in an inclusive way.
To achieve this, ICL offers virtual sessions on Unconscious Bias, Understanding Privilege and Cultural Awareness in addition to short knowledges bursts (e-learning) on “Leading Your Team in an Inclusive Manner” or “Running More Inclusive Meetings”.
40 employees around the world have enrolled to be ‘Diversity, Inclusion and Belonging Ambassadors’. ICL’s ambassadors amplify initiatives developed towards the organisation. They are easy recognizable by their signature and can be addressed as a safe haven to discuss any issue that may be on the minds of employees. Ambassadors work in small groups to realize ideas varying from hotline as a platform to ask DIB related questions, round tables about diversity, to recording interviews on DIB with the GEC members and employees.
Each quarter detailed statistics and trends are produced to help ICL focus on those areas that can contribute the most when addressed.
In Israel, ICL is proactive in its search for employees from diversified groups. ICL has changed its recruiting procedures to better accommodate talent from different backgrounds. Local managers are attentive to this shift and prepared to adapt their hiring practices. One of the target populations for these efforts are Arab-Israeli employees, with emphasis on Bedouin-Israeli employees in the Negev.
ICL has recently set a quantitative target to achieve a 4% rate of Arab-Israeli (including Bedouin-Israeli) employees among its total workforce in Israel by 2024. This target requires that at least 7% of the total external recruits of ICL in Israel per year will be Arab-Israeli employees.
To achieve these targets, ICL operates a pro-active program that encourages tutoring high-level students in Arab-Israeli high schools in chemistry, scouting for students with talent and an inclination towards chemistry, and offering them attractive scholarships for higher education – with the intention of ultimately recruiting them as full-time ICL employees. In addition, the ICL HR recruiting team is placing increased emphasis on Arab-Israeli applicants and works with various civic organizations to make the recruitment process more accessible for this population.
ICL is also extending its outreach programs by working together with various non-profit organizations and associations such as “Olim Beyahad” in Israel.
At ICL’s sites in the US, minorities comprise an average of 17.2% of the workforce.
In the US, ICL sells products to the Federal government which requires the Company to maintain an Affirmative Action Plan (“AAP”). AAP requires the Company to compare the diversity of its workforce with that of qualified people within the geographic area from where it recruits for each type of position. The Company conducts this comparison annually and shares the results with appropriate managers. If this plan determines that the local ICL workforce is not representative of the qualified people in the geographic recruiting area, the Company actively reaches out to groups representing women, minorities, people with disabilities and/or military veterans. This outreach is designed to increase the likelihood that the best candidate is from the under-represented group. Also, ICL US is a member of the Direct Employers Association. This association posts ICL’s US openings to hundreds of diversity targeted jobs websites. These efforts allow ICL to increase its pool of available diverse candidates.
ICL Brazil had its second Diversity Inclusion and Belonging (DIB) week in 2020. There is a continuous need for an open conversation with employees in order to develop a more inclusive environment. ICL Brazil is using this channel to talk about diversity and inclusion. This year's activities included themes such as LGBTI+, Disability and Black Cause. There were 427 total hours dedicated to the cause.
ICL’s European operations are likewise working to create greater diversity and inclusion among their employees.
| Population | % of total workforce in monitored regions | % of new hires in monitored regions |
|---|---|---|
| Underemployed Minority Populations * | 5.90% | 8.00% |
* Despite the importance of increasing the work participation rates of Underemployed Minority Populations, some regions where ICL operates hold regulatory limitations on tracking of such data regarding employees. Therefore, the % above only reflects the monitored portion (45%) of our total global workforce.
Promoting diversity and inclusion (D&I) within ICL is part of the Company's commitment to become an Employer of Choice, drive creativity and innovation and promote an equal and fair work environment. While benefits are clear, creating a truly diverse and inclusive business is a continuous journey.
ICL's senior management is fully committed to incorporating effective D&I initiatives throughout the Company. As part of this journey, ICL introduced the 'Country Navigator', a new cultural intelligence tool that promotes collaboration and effective teamwork in multi-cultural teams.
The 'Country Navigator' tool is a preliminary step in many of ICL’s Employer of Choice enablers promoting the Company’s D&I commitment and collaboration, and ensuring ICL employees have the right resources and tools to succeed.
To help create the necessary infrastructure for an inclusive environment, in 2020 ICL adopted a Global Anti-Harassment and Anti-Discrimination Policy.
In January 2021, and for the 3rd straight year, ICL was selected as one of 380 public companies worldwide to be included in the 2021 Bloomberg Gender-Equality Index (GEI). The GEI distinguishes companies that are committed to transparency in reporting their gender policy and advancing gender equality.
The 2020 GEI includes companies from 44 different countries and regions with a combined market capitalization of $12 trillion.
ICL strives to be an “Employer of Choice”, and as such, continually promotes equality, including the employment and promotion of women at its sites around the globe. The percentage of women serving as executive officers in ICL’s global management increased from 11% in 2017 to 27% in 2020. The Company considers its inclusion in the Bloomberg GEI to be a major achievement, highlighting ICL’s transparency and commitment to promoting gender equality.
The percentage of women serving as executive officers in ICL’s global management increased from 11% in 2017 to 27% in 2020.
To ensure that ICL achieves its goal of promoting gender equality, ICL is implementing and monitoring the following diversity KPI’s, and has set the following quantitative Diversity Goals to be reached by 2024. Most of the KPI’s showed improvement between 2019 and 2020, indicating that ICL’s efforts to promote gender equality are providing beneficial results.
| 2019 | 2020 | 2024 Target | |
|---|---|---|---|
| Women in the Overall Workforce | 18% | 19% | 20% |
| Women in Senior Positions | 19% | 20% | 30% |
| Women in Senior Management | 14% | 17% | 25% |
| Women in ICL Board of Directors | 10% | 20% | 25% |
| Women participation in Global Management Development Courses | 30% | 25% | 30% |
As the Company becomes more aware of creating an inclusive environment, it is also setting quantitative KPIs and targets. On top of reviewing the number and percentage of women within the Company and its management, ICL has begun to annually review its global gender pay gaps.
Results indicate a 5.66% pay gap between male and female employees when evaluating average total global payments. However, review of the median total payment provides different results. The calculated median total global payment of ICL’s male employees was found to be 2.68% lower than the median pay of women employees. ICL considers these results as encouraging and an indication that there is no significant pay gap to any gender.
ICL supports its women employees and is engaged in their assimilation and success within the Company.
To improve awareness regarding hiring and employment of women, ICL has improved training for hiring managers in the US, including an understanding of what Unconscious Bias is and how to avoid it. ICL is looking at developing a global online training session regarding this issue during 2020. In addition, guidelines were given to the L&D team to work towards a more gender balanced group of delegates on the various management development courses.
ICL is committed to corporate responsibility, and, as such, is proud to employ an increasing number of individuals with disabilities.
In Israel, ICL is working to recruit and help these employees assimilate into their various units. To support both the employees and their managers so that a successful relationship can flourish, ICL has initiated quarterly meetings with social workers, helping managers where they need support and familiarizing managers and workers with people with disabilities and the challenges they face.
| Population | % of total workforce in monitored regions | % of new hires in monitored regions |
|---|---|---|
| Individuals with Disabilities * | 5% | 2.5%* |
* Despite the importance of increasing the work participation rates of individuals with disabilities, some regions where ICL operates hold regulatory limitations on tracking of such data regarding employees. Therefore, the % above only reflects the monitored portion (39%) of our total global workforce. As In most countries it is forbidden to actively approach individuals regarding their disability, the percentage of new hires represents an initial estimate. ICL Monitors and documents disability based on the individual voluntary reporting and is updating the data accordingly.
The data breakdown of employees used in this section was taken from 2020 end-of-year data contained in the ICL’s Success Factors system. The percentage of employees represented in the tables below comprised 84% of ICL’s total workforce at that time (not including student and contractor employees).
| Male | Female | |
|---|---|---|
| Under 30 | 8% | 2% |
| 30-50 | 36% | 9% |
| Over 50 | 23% | 4% |
| Male | Female | |
|---|---|---|
| Under 30 | 0% | 0% |
| 30-50 | 7% | 2% |
| Over 50 | 7% | 1% |
As of January 2020, ICL’s Board of Directors includes 10 members, including two women and eight men.
ICL values the importance of gender diversity and adequate representation, including within its Board of Directors. Accordingly, the Company stated in early 2020 that it will strive to increase gender diversity on its Board. In instances of the appointment of a new director or the replacement of a departing incumbent director, the Company will give preference to candidates from the underrepresented gender (at the time of the appointment) within the Board. This preference is conditioned on the preferred candidate’s skill-set to be proven to be of similar quality in relation to other candidates.
| Under 30 | 30-50 | Over 50 | |
|---|---|---|---|
| Women | 0% | 0% | 20% |
| Men | 0% | 20% | 60% |
