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The right person for the right job - no barriers
Diversity at ICL means understanding, accepting, and valuing differences between people including those:
● of different races, nationalities, religions, gender, ages, disabilities, sexual orientations, and ethnicities
● with differences in education, personalities, experiences, and knowledge bases
Inclusion at ICL means embracing colleagues who look, act, and think differently; it means 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 unique.
welcoming and fair workplace that creates opportunity. Inclusion is how ICL guards against blind spots.
Belonging is a human need, genetically wired in each and every one of us. At ICL, we understand that we are compelled to belong, and that we are actually compelled to belong in our own unique way. The compelling need to belong has a light side, which is connected to how we unlock our authentic selves, lean in and highly engage.
…with all our differences, we become stronger together!
As part of ICL’s Employer of Choice journey, it has committed to become a more inclusive and attentive organization. One of ICL’s key goals in this important journey is to commit to its own Diversity and Inclusion (D&I) policy, first formulated in 2020.
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 has also launched a dedicated and interactive online intranet (MyCampus), to inform and educate employees on diversity, inclusion and belonging issues.
ICL is working in partnership with various NGOs and other partners, to find ways to increase its pool of diverse talent and reach out to under-represented groups. In the US, ICL is working with various groups at Missouri Science and 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 both suitable and diverse candidates.
The Women’s Empowerment Principles (WEPs) are a set of principles offering guidance to businesses on how to promote gender equality and women’s empowerment in the workplace, marketplace and community. Established by UN Global Compact and UN Women, the WEPs are informed by international labor and human rights standards, and grounded in the recognition that businesses have a stake in and a responsibility for, gender equality and women’s empowerment. By adopting the Women's Empowerment Principles as of October 2021 – Raviv joins over 3,000 other business leaders around the world who have done so.
These principles are the result of collaboration between the UN Global Compact and UN Women and are adapted from the Calvert Women's Principles®. They are informed by real-life business practices and input gathered from across the globe. These principles also can inform other stakeholders, including governments, as they engage with businesses.
Read MoreSince November 2021, ICL is an official business participant, publicly committed to supporting UNGC. ICL commits to responsible business practices which when combined with collaboration and innovation, can bring about powerful change in markets and societies – proving that principles and profits go hand in hand.
Read MoreICL is honored to be included in the 2022 Bloomberg Gender-Equality Index (GEI). Our presence in the GEI, testifies to ICL’s ongoing commitment to transparency and to developing a diverse and inclusive workforce.
ICL is one of 418 public companies across the world included in the 2022 GEI. The GEI aims to track the performance of public companies committed to transparency using gender-data reporting. The index measures gender equality across five pillars: female leadership and talent pipeline, equal pay and gender pay parity, inclusive culture, anti-sexual harassment policies, and pro-women brand.
Since first being included in the GEI, ICL took upon itself to create multiple Employer of Choice action plans, striving to promote equality at our facilities worldwide, including the employment and promotion of women.
Catalyst is a global non-profit organization that works 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 ICL employee has access to world-class resources that support individual career growth, inclusive leadership skill building, and organizational change efforts, which they can access at www.catalyst.org.
During each employee’s journey, they 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, Cultural Awareness and Facilitating Antagonistic Discussions in addition to short knowledge bursts (e-learning courses) 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 organization. They are easily recognizable by their signatures 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 about diversity, inclusion, and belonging on varying platforms, from hotlines to round tables and interviews on DIB with 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 diverse groups. ICL has changed its recruiting procedures to better accommodate talent from different backgrounds. Local managers are attentive to this shift and are 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 proactive 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, ICL’s HR recruiting team places increased emphasis on Arab-Israeli applicants and works with various civic organizations to make the recruitment process more accessible to 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 of 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 candidates will be from the under-represented groups. Also, ICL US is a member of the Direct Employers Association. This association posts ICL’s US openings to hundreds of websites with diverse populations. These efforts allow ICL to increase its pool of 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.
ICL’s European operations are likewise working to create greater diversity and inclusion among their employees.
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 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 its 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, ICL adopted a Global Anti-Harassment and Anti-Discrimination Policy.
To ensure 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. These KPI’s show improvement since 2019, indicating that ICL’s efforts to promote gender equality are providing beneficial results.
| End of 2021 | 2024 Target | |
|---|---|---|
| Women in the Overall Workforce | 19% | 20% |
| Women in Senior Management | 20% | 25% |
| Women in ICL Board of Directors | 27% | 25% |
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 4.69 % gender pay gaps when evaluating average total global payments (2021). 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 encouraging, and an indication that there is no significant gender pay gaps.
ICL supports its women employees and is engaged in their integration and success within the Company.
To improve awareness regarding hiring and employing women, ICL has improved training for hiring managers, in order to improve the understanding and awareness of unconscious bias. ICL is developing a global online training sessions to enable all employees an access to this development opportunity. In addition, guidelines were given to the learning and development 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.
ICL emphasis the importance of gender diversity and adequate representation within its Board of Directors. Accordingly, the Company improved the gender diversity in the Board during the past few years.
