24,501*

Headcount

100

nationalities

23%

women

*Scope: consistent with financial reporting.

Definition

Solvay defines diversity as all of the ways in which individuals are different, whether visible or not. Diversity includes more than gender, nationality, age, disability, ethnic origin, and sexual orientation. It includes thought and belief, culture, education, and background. In a business environment, it also includes corporate culture.

Inclusion means valuing and respecting difference, recognizing the unique contributions that many different types of individuals can make, and creating a working environment that maximizes every employee’s potential. The Group sees this approach as a way to enhance its performance in its role as employer. It is convinced that its approach will ultimately improve the overall performance of its workforce, and has therefore made diversity and inclusion a performance lever and a growth enabler.

Management approach

Commitments and policy

Solvay commits itself to equal opportunities and encourages diversity and inclusion at every level of employment in the company. This commitment is grounded in Solvay’s principles of ethical behavior, respect for people, customer focus, empowerment, and teamwork.

Group Diversity and Inclusion Policy

Diversity and inclusion are championed at the highest level in the organization by the Board of Directors, the Executive Committee and the Leadership Council. Each Global Business Unit and Function entity management team is responsible for putting this commitment into practice. To reflect business objectives and cultural context, business, regional, and local leaders set specific and relevant objectives within the Group diversity and inclusion framework. Strategies and action plans have to be locally owned and driven by entity, region, and country to take into consideration local laws, customs, and priorities.

At Group level, four areas of focus in terms of diversity receive specific attention and monitoring to ensure consistent improvement across the organization:

  1. Improving the gender mix at all levels of the organization;
  2. Leveraging the generational mix to optimize learning, knowledge, and experience;
  3. Developing national and cultural talent that mirrors growth opportunities;
  4. Enriching the team mix by leveraging experiences and backgrounds.

Diversity of the Board of Directors

The composition of the Board of Directors fulfills the duties imposed on it by Article 518 of the Companies Code.

6 of 16

Board members are women

Indicators and objectives

Actions in 2018 actions continued and built upon the efforts begun in 2017 with the aim of further

  • Ensuring leadership commitment and accountability;
  • Fostering diversity and inclusion awareness;
  • Reviewing human resources processes: recruiting, retention, and advancement.

As in 2017, awareness was fostered through diversity and inclusion workshops in various regions and business entities, through Solvay Way assessments, and country-specific actions crafted in response to the local context.

A review of human resources processes focused on talent acquisition by offering guidance on candidate sourcing and selection.

Training and development programs have been focusing on initiatives such as raising awareness about inclusive behaviors and targeted development programs for female managers and for Asian talents, among others.

Solvay’s objective:

2020

20%

of senior executive positions held by women

Gender diversity by employee category

Percentage of headcount

 

2018

 

2017

Scope: consistent with financial reporting.

Women in senior management

 

15%

 

16%

Women in middle management

 

25%

 

24%

Women in junior management

 

33%

 

32%

Women in non-managerial positions

 

20%

 

21%

Total

 

23%

 

23%

Age Group by employee category

Percentage of headcount

 

2018

 

2017

Scope: consistent with financial reporting.

Senior management

 

401

 

396

Percentage under 30 years old

 

0%

 

0%

Percentage between 30-49 years old

 

28%

 

29%

Percentage 50 years old and older

 

72%

 

71%

Middle management

 

2,915

 

2,898

Percentage under 30 years old

 

0%

 

0%

Percentage between 30-49 years old

 

49%

 

48%

Percentage 50 years old and older

 

51%

 

52%

Junior management

 

5,213

 

5,090

Percentage under 30 years old

 

10%

 

11%

Percentage between 30-49 years old

 

64%

 

63%

Percentage 50 years old and older

 

26%

 

26%

Non-managerial

 

15,972

 

16,075

Percentage under 30 years old

 

14%

 

14%

Percentage between 30-49 years old

 

55%

 

55%

Percentage 50 years old and older

 

31%

 

31%

Solvay’s workforce by age

 

 

2018

 

2017

Scope: consistent with financial reporting.

Under 30 years old

 

2,800

 

2,765

Between 30-49 years old

 

13,605

 

13,578

50 years old and older

 

8,096

 

8,116

Total headcount

 

24,501

 

24,459

According to the above table, the age structure is currently:

  • 33% older than 50;
  • 55% between the ages of 30 and 49;
  • 12% younger than 30.