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Select SDGs to find out how we are taking action in support of the UN Substinable Development Goals
| 2021 | 2020 | 2019 | |
|---|---|---|---|
| Israel | 4,462 | 4,401 | 4,507 |
| China | 1,977 | 2,048 | 2,064 |
| Spain | 872 | 868 | 892 |
| USA | 772 | 716 | 720 |
| Germany | 670 | 697 | 858 |
| UK | 676 | 670 | 658 |
| Netherlands | 578 | 584 | 584 |
| Brazil | 1,644 | 259 | 262 |
| France | 122 | 117 | 119 |
| All other | 496 | 426 | 523 |
| Sub Total | 12,269 | 10,786 | 11,187 |
| Temporary employees | 964 | 912 | 1,027 |
| Total employees* | 13,233 | 11,698 | 12,214 |
*These statistics include some long-term contract workers and student employees.
As of the end of 2021, ICL’s direct workforce was comprised of 12,269 employees, compared with 10,786 employees at the end of 2020 – an increase of 1,483 employees. This increase is mainly due to the acquisitions of Fertiláqua and ADS.
ICL’s goal is to be a fair and desirable employer in all areas of its global operations. Although employment terms may vary, the Company pays competitive wages to all its employees. Being an employer of choice is a top priority for ICL, and the Company spends significant resources on extensive programs, from training and development to employee welfare and wellbeing. As of 2021, the Company’s ranking as an employer of choice continues to rise.
ICL’s mission is to retain and hire the best talent. That’s why ICL is engaged in multiple endeavors to increase its pool of potential applicants, including actively searching to increase the diversity of its workforce.
ICL observes all applicable labor and employment laws wherever it operates, including laws that pertain to freedom of association, privacy, collective bargaining, employment discrimination, forced labor, compulsory labor and child labor. The Company also prohibits all forms of illegal discrimination. The Company’s employees are employed according to employment terms prevalent in the countries in which they are employed.
ICL is expanding its use of a management performance infrastructure to manage its human resources. In this context, the Company is also assimilating globally unified work processes.
The Success Factors System enables managers and employees to participate in a performance management process that is based on goals and performance evaluations, as well as team and individual development plans. The system also includes learning, compensation, and communication practices and workflows.
Approximately 85% of ICL’s global workforce participated in ICL global and local performance management processes, synchronizing between performance and compensation.
ICL diminishes all risk of forced labor, identified operations or suppliers that are exposed to violations of the right to exercise freedom of association or collective labor agreements that are violated. ICL prohibits the employment of employees who are under 21 in its operational sites globally, with the exception of apprenticeship programs (operated in some of ICL’s global operations) in which some participating students can be as young as 16 (with limited and safety monitored roles). All apprenticeship programs are regulated (and encouraged) by local authorities and adhere to prospective work regulations (read more here).
The majority of ICL employees, approximately 76%, are employed under collective labor agreements, mainly in Israel, Brazil, China, Germany, the U.K., Spain and the Netherlands. Senior employees in special positions and members of management are usually employed under personal agreements. These agreements have an indefinite duration but can be terminated upon proper notice. Read more in ICL’s 2021 Annual Report – Employment Agreements, Collective Bargaining Agreements and Temporary Employees section.
In Israel, ICL is implementing a Labor Law Enforcement Plan with the objective to ensure that all the Company’s operating activities are performed in compliance with labor laws. The company will achieve this through employee training, refresher courses, audits by labor attorneys, and documentation of all labor practices. The first stages of the plan, which have already been fully implemented, include identification of potential gaps between labor legislation in areas where the company’s operational activities are significant.
The information breakdown of ICL’s employees, displayed in the following tables, represents ICL’s total number of company employees at the end of 2021. The new companies that were acquired in 2021 are still being integrated into the company’s systems. Thus, the employment data excludes some of the new sites. The information does not include students and contract employees.
Approximately 76% of ICL’s employees are included in collective labor agreements.
| 2021 | All Employment Types | Permanent | Temporary |
|---|---|---|---|
| Israel | 4,462 | 4,408 | 54 |
| Americas | 2,434 | 2,431 | 3 |
| Europe | 3,245 | 3,218 | 26 |
| APAC | 2,128 | 2,128 | 0 |
| 2021 | All | Male | Female |
|---|---|---|---|
| Full Time | 12,117 | 9,867 | 2,249 |
| Part Time | 152 | 38 | 114 |
| All Employment Types | 12,269 | 9,905 | 2,363 |
The following tables represents ICL’s global employee turnover figures and rates for 2021 in relation to region.
ICL’s overall employee turnover rate in 2021 was 7.9%
| New Hires | Employees Leaving | |
|---|---|---|
| Israel | 295 | 246 |
| Americas | 336 | 298 |
| Europe | 368 | 354 |
| APAC | 66 | 149 |
| All Regions | 1,065 | 1,047 |
ICL does not tolerate harassment or discrimination of any kind in its workplace. The Company prohibits harassment based on race, color, religion, gender, sexual orientation (i.e. LGBTQ), national origin, age, disability, veteran status, and any other legally protected characteristic of an individual. ICL strictly complies with the anti-harassment laws of all countries and territories in which it operates.
Managers and supervisors are required to take an active and leading role in the prevention of harassment and retaliation, and promote a proactive attitude towards gender and minority inclusion, integration of employees with disabilities, whistleblower procedures on discrimination and harassment issues, and awareness training to prevent discrimination and/or harassment.
ICL will not retaliate against any employee who reports a concern in good faith, regardless of the outcome of the investigation.
ICL is the first industrial company in Israel to implement the voluntary code for employers against sexual harassment in the workplace. The Company has successfully adopted a voluntary code against sexual harassment in the workplace, formulated by the Standards Institution of Israel. This code establishes a standard higher than regional regulations against sexual harassment in Israel.
The code is an operative tool for creating a clear and orderly process for preventing and treating sexual harassment. It is effective in coping with the phenomenon. It strengthens employees' personal sense of security and it enables ICL to act responsibly on its values in order to create a respectful and safe work environment with zero tolerance for sexual harassment.
During 2021, ICL’s sites in Israel were audited by the Standards Institution of Israel as part of a comprehensive certification process to evaluate ICL’s compliance with the voluntary code. The certification process included interviews with employees, sexual harassment prevention supervisors and HR managers at the various sites, with a special focus on the training and compliance system and prevention and treatment mechanisms to be used in handling sexual harassment complaints. ICL completed the certification process successfully.
