Our People

Fair & Responsible Employment

ICL is committed to providing equal opportunities to its employees. This commitment is embedded in its policies, procedures and practices. By treating employees fairly and evaluating them solely on their merits, ICL can target the best candidates for career advancement. ICL strives to hire the best individuals by focusing on diversified candidates, and to promote and develop talent within the company. Employees, the company and communities all benefit from these fair labor practices. \

ICL Employees

	2016	2017	2018
Israel	4,861	4,673	4,672
China	2,816	2,413	2,467
Spain	1,294	1,281	1,179
Germany	1,157	1,012	860
UK	827	836	659
USA	895	817	728
Netherlands	639	593	627
Brazil	264	280	276
France	127	125	125
Other	634	597	532
Total employees	13,514	12,627	12,125

*Employee numbers in the table include some long-term contract workers and student employees.

As of December 31, 2018, the Company’s workforce was comprised of 12,125 employees compared to 12,627 employees as of December 31, 2017 – a decrease of 535 employees. The decrease in the number of employees stems mainly from fewer employees in the UK due to the termination of potash production at ICL’s Boulby mine and a shift to the sole production of Polysulphate. The was also decrease in ICL Iberia personnel, due to efficiency measures. In addition, ICL sold a few business units, mainly in North America, Germany and Spain.

ICL strives to be a fair and responsible employer at all of its sites across the globe. The Company pays competitive wages or higher in all of its sites worldwide. Although employment terms vary, ICL’s goal is to be a fair and desirable employer in all areas of its operations. Being an ”Employer of Choice” is a top priority for ICL. To establish this position, the company spends significant resources on structured plans, from training and development to employees’ welfare and wellbeing. ICL’s mission is to retain and hire the best talent. Therefore, ICL is engaged in multiple endeavors to increase the diversity of its workforce.

The percentage of women serving as officers in ICL’s executive global management increased from 11% in 2017 to 33% in 2018.

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. ICL 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.

Success Factors

ICL is currently in the final stages of implementation for its global HR management system, Success Factors. The system enables ICL to create transparency with its employees and has allowed for advanced and structured processes for goal setting, performance evaluation, training and other important processes.

The data breakdown of employees used in the following three tables is based on the ICL Success Factors system. The percentage of employees represented in the tables below comprises 100% of ICL’s total number of company employees at the end of 2018 (not including students and contract employees).

Employment contract

	Male	Female	All
All Employment Types	9,268	2,128	11,397
Permanent	9,083	2,082	11,166
Temporary	185	46	231

*Employee numbers in the table exclude long-term contract workers and student employees

Employment contract by region

	Permanent	Temporary	All Employment Types
Israel	4,491	188	4,679
Americas	1,097	7	1,104
Europe	3,382	17	3,399
APAC	2,215	19	2,196

*Employee numbers in the table exclude long-term contract workers and student employees

Employment type

	Male	Female	All
All Employment Types	9,268	2,128	11,397
Full Time	9,129	1,942	11,072
Part Time	139	186	325

*Employee numbers in the table exclude long-term contract workers and student employees

Employee turnover and new employee hires

The employee turnover data below was taken from 2018 end-of-year data contained in 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 contract employees).

Employee turnover by age

	Israel	Americas	Europe	APAC
Total Employees Leaving ICL: 1,017
Under 30	13.8%	3.4%	8.1%	0.1%
30-50	5.3%	8.6%	19.0%	0.2%
Over 50	8.9%	7.1%	25.6%	0.0%
Total New Hires Entering ICL: 676
Under 30	41.1%	6.2%	11.1%	0.3%
30-50	13.2%	8.3%	13.6%	0.3%
Over 50	1.2%	2.2%	2.4%	0.1%

Employee turnover by gender

	Israel	Americas	Europe	APAC
Total Employees Leaving ICL: 1,017
Male	20.9%	13.1%	43.8%	0.2%
Female	7.1%	6.0%	8.8%	0.1%
Total New Hires Entering ICL: 676
Male	42.0%	11.2%	18.5%	0.6%
Female	13.5%	5.5%	8.6%	0.1%

Employee turnover by role

	Israel	Americas	Europe	APAC
Total Employees Leaving ICL: 1,017
Non-Managerial	27.3%	27.3%	48.6%	0.3%
Managerial	0.7%	3.4%	4.0%	0.0%
Total New Hires Entering ICL: 676
Non-Managerial	54.7%	15.4%	25.1%	0.6%
Managerial	0.7%	1.3%	1.9%	0.1%

Approximately 70% of ICL’s employees are included in collective bargaining agreements.

There is no risk of forced labor. There are no identified operations or suppliers exposed to violations of the right to exercise freedom of association and collective bargaining are violated. ICL does not employ workers who are under the age of 17, and no employees at production sites are under the age of 21.

The majority of ICL employees, approximately 70%, are employed under collective labor agreements, mainly in Israel, China, Germany, the United Kingdom, Spain and the Netherlands. There is very limited seasonal employment. Senior employees in special positions and members of management are usually employed under individual agreements. These agreements are for an indefinite period, but can be terminated upon proper notice.

ICL is implementing a Labor Law Enforcement Plan in Israel. The objective of the plan is to ensure that all ICL operating activities are performed in compliance with labor laws. ICL will achieve this through employee training and refresher courses, audits by labor attorneys, and documentation of all labor practices. The first stages of the plan have been concluded. All gaps between labor legislation in areas where ICL has a significant volume of activity and ICL’s operations on the ground have been mapped. No significant gaps were found, and a plan was designed to close the small gaps that were identified.