Diversity in Employment: Hiring the Best
The right person for the right job - no barriers
The company also reaches out to under-represented groups. In recent years, ICL has worked with various NGOs and other partners, initiating round table discussions in order to learn how to increase its pool of diverse talent. 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.
| Population | % of total workforce in monitored regions | % of new hires in monitored regions |
|---|---|---|
| Underemployed Minority Populations * | 4.6% | 9.7% |
* 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 reflect the monitored portion (45%) of our total global workforce.
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 change their hiring practices. One of the target populations for these efforts are Arab-Israelis, with emphasis on the Bedouin sector in the Negev. ICL operates a pro-active program that encourages tutoring high-level students in Arab-Israeli high schools in chemistry, scouting for students with a talent for the chemical field, 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 17.3% 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 isn’t 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.
ICL has extended these programs across the US to include facilities that are not directly involved with the US government and thus not required to abide by these hiring requirements. Also, in the US, ICL 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’s European operations are likewise working to create greater diversity and inclusion among their employees.
Promoting Gender Equality
In January 2019, ICL was selected as one of 230 public companies worldwide to be included in the 2019 Bloomberg Gender-Equality Index (GEI). The GEI distinguishes companies that are committed to transparency in reporting their gender policy and advancing gender equality.
The 2019 GEI includes firms from ten sectors headquartered across 36 countries and regions. Collectively, the firms have a combined market capitalization of $9 trillion and employ more than 15 million people, of which 7 million are women. ICL is the only Israeli company included in the GEI, as well as the only company among its major global peers in the specialty chemicals and fertilizers sectors.
ICL strives to be an “employer of choice”, and as such, continually promotes equality, including the employment and promotion of women in its sites around the globe. The percentage of women serving as executive officers in ICL’s global management increased from 11% in 2017 to 33% in 2018. 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 33% in 2018.
To ensure ICL achieves its goal of promoting gender equality, ICL is implementing and monitoring the following diversity KPI’s, and has set the following Diversity Goals to be reached by 2024:
| Current Status | 2024 Target | |
|---|---|---|
| Women in the Overall ICL Workforce | 16% | 22% |
| Women in Overall ICL Management | 13% | 30% |
| Women in Senior ICL Management | 9% | 20% |
| Women participation in ICL Global Management Development Courses | 21% | 30% |
Queens of the Desert Pilot Program
In traditional industry, women have unfortunately usually been a minority in the operational workforce. This has been especially true in roles that are at the heart of the production process. ICL is piloting a program to integrate women specifically in operationally-centered industrial roles in which they are still underrepresented. This is a pilot program in which the company is in the process of learning and fine-tuning.
Welcoming Individuals with Disabilities into ICL’s Workforce
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 on recruiting and helping these employees assimilate into their various units. In order 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.
In Brazil, ICL is recruiting individuals with disabilities to ensure compliance with government mandated requirements. Specifically, we are recruiting these individuals into training roles that can lead to promotion into higher level positions within the company.
At the end of 2018, 4.7% of ICL employees (in the monitored regions, see comment below) have some form of disability.
| Population | % of total workforce in monitored regions | % of new hires in monitored regions |
|---|---|---|
| Individuals With Disabilities * | 4.7% | 1% |
* 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 reflect the monitored portion (39%) of our total global workforce.
Board & Employee Composition
Managers & Employees
The data breakdown of employees used in this section was taken from 2018 end-of-year data contained in the ICL’s Success Factors system. The percentage of employees represented in the tables below comprised 81% of ICL’s total workforce at that time (not including student and contractor employees).
Employees (non-management)
| Male | Female | |
|---|---|---|
| Under 30 | 8% | 2% |
| 30-50 | 37% | 8% |
| Over 50 | 25% | 5% |
Managers
| Male | Female | |
|---|---|---|
| Under 30 | 2% | 1% |
| 30-50 | 9% | 2% |
| Over 50 | 2% | 0% |
Governance bodies
Board of Directors
*Through the majority of 2018, ICL had 2 women as part of its Board of Directors. The number at the end of 2018 was 1 woman.
| Under 30 | 30-50 | Over 50 | |
|---|---|---|---|
| Women | 0% | 0% | 20% |
| Men | 0% | 20% | 60% |
