Diversity, Equity, and Inclusion
Diversity, Equity, and Inclusion (DEI) is clearly anchored in Clariant’s corporate purpose and represents an essential part of an inclusive employee culture. Diverse and inclusive teams foster Clariant’s innovative strength and enable the company to better address the needs of its customers. Clariant strives to be a leader in sustainability in the chemical industry as well as in the environmental and social areas, so that it can create societal impact. As we seek to build a culture of possibilities and empower everyone to achieve the greater outcome we want, we need to ensure that every employee is treated with trust, appreciationAppreciationAppreciation is embedded in the company’s culture, defining the expectations for employee behavior and building the company’s reputation and brand. The culture of appreciation commits to corporate values and puts them at the center of everything the company does in each area where it has an influence., and respect regardless of who they are.
Clariant is firmly engaged to further promoting DEI within the company. In June 2021, Clariant’s CEO, Conrad Keijzer, publicly shared his personal commitment to drive an inclusive mindset within the company and to take the necessary measures to create a fulfilling workplace where all employees can embrace their true authentic self. The topic is steered company-wide by the Senior Management and the People Development team within Human Resources, and in 2021, a project team with participants across the organization set the ground for Clariant’s DEI strategy. The strategy, along with focus areas, targets, and roadmap, will be published in spring 2022, and regular communication on the progress of its implementation will take place. Business Management will be made responsible for ensuring progress. Along with the execution of its DEI strategy, as of 2022, Clariant will partner on a global and local level with relevant external initiatives, like Charta der Vielfalt in Germany.
Policies and guidelines
Clariant’s membership in the UN Global Compact, the company-wide Group Policy on Human Rights, and global employment standards form the basis for activities in the DEI area. Clariant is committed to a discrimination-free workplace and to equal opportunities. The company promotes an inclusive and diverse environment where everyone can learn and develop.
Clariant does not tolerate discrimination based on race, ethnicity, nationality, religion, gender or gender identity, disability, age, marital status, sexual orientation, or membership in a trade union or political party. In hiring, compensation, and promotion, each employee and applicant has the right to be treated solely on the basis of his or her personal abilities, skills, performance, and potential.
Diversity in management positions
The company’s structured global succession planning promotes a diversity of profiles for management positions, encouraging cross-business and cross-functional experiences. Over 90 % of management positions are filled by nationals from the region in which the managers are located in, and 95 % of all managers are non-Swiss, which reflects Clariant’s international footprint and diversity. In an industry traditionally dominated by men, the company achieved a proportion of women of 22 % in the total workforce and 15.8 % in management level positions.
Diversity of governance bodies and employees
|Percentage of individuals within the Board of Directors (%)|
Diversity in the recruiting process
Clariant values diversity. The company hires and promotes people regardless of their social identity. Diversity in thinking enriches perspectives, challenges established patterns, and lays the path for continuous evolution. The Talent Acquisition teams are mindful of gender-sensitive language in job advertisements, ensuring that all members of target audiences are addressed appropriately. Step by step, all other personnel-related areas at Clariant, such as HR policies, are also being reviewed for inclusive language. In the personnel database, people can choose between the categories female, male, diverse, and not specified. In the reporting year, Clariant had no employees who assigned themselves to a diverse gender or did not wish to indicate their gender.
Clariant uses a digital interview platform. Thanks to this approach, the company can assess more potential candidates than would be possible with traditional interviews. Unconscious biases linked to criteria such as age, gender, or education are overcome, as the longlist of candidates can be extended. This in turn increases diversity and improves the recruiting process: Applicants are assessed against exactly the same selection criteria.
Number of employees by age group
|Total||13 374||13 235||17 223||17 901||18 135|
|Under 30||1 907 1||14.3||1 896||14.3||2 474||14.4||2 575||14.4||2 563||14.1|
|Male||1 398||10.5||1 367||10.3||1 761||10.2||1 832||10.2||1 864||10.3|
|30–50||7 843||58.6||7 798||58.9||10 092||58.6||10 664||59.6||10 888||60.0|
|Male||5 944||44.4||5 889||44.5||7 844||45.5||8 304||46.4||8 547||47.1|
|Female||1 899||14.2||1 909||14.4||2 248||13.1||2 360||13.2||2 341||12.9|
|Over 50||3 624 1||27.1||3 541||26.8||4 657||27.0||4 662||26.0||4 684||25.8|
|Male||3 028||22.6||2 959||22.4||3 891||22.6||3 870||21.6||3 919||21.6|
1 The sum does not add up as the numbers are rounded.
Number of incidents of discrimination
|Total number of incidents of discrimination during the reporting period||0||0||2||3||3|
|Total Management functions (in FTEs)||676||691 1||812||819|
|Senior Management functions (in FTEs) 2||190||196||234||248|
|Junior Management functions (in FTEs) 3||486||495 1||578||571|
1 The sum does not add up as the numbers are rounded.
2 Executive CommitteeExecutive CommitteeManagement body of joint stock companies; at Clariant the Executive Committee currently comprises four members. and Management Levels 1–4
3 Management Level 5
Breakdown of employees per nationality
|German||3 922||29.3||4 023||30.4||4 595||26.7||4 619||25.8||4 593||25.3|
|Indian||1 688||12.6||1 517||11.5||1 798||10.4||1 864||10.4||1 857||10.2|
|Chinese||1 081||8.1||1 031||7.8||1 181||6.9||1 284||7.2||1 213||6.7|
|Brazilian||1 053||7.9||981||7.4||1 179||6.8||1 116||6.2||1 142||6.3|
|Malaysian||n.a. 1||n.a. 1||n.a. 1||n.a. 1||191||1.1||189||1.1||191||1.1|
|Thai||n.a. 1||n.a. 1||n.a. 1||n.a. 1||181||1.0||181||1.0||185||1.0|
|Others (incl. North America, for whom no nationality data is recorded)||2 246||16.8||2 299||17.4||3 612||21.0||3 908||21.8||4 174||23.0|
1 Numbers below 1.0 % threshold
Support female talent
Clariant is committed to increasing the female share in its management team and beyond. Clariant’s worldwide family support policy and flexible working policy are a strong pillar in allowing parents in general, and particularly women, to combine professional development and personal life. In addition, Clariant engages itself to encourage more young girls to pursue scientific and technical apprenticeships and studies in the form of school activities. Specific employee resource groups in the United States and Germany allow women to network and exchange.
Ratio of basic salary and remuneration of women and men
Fair payment is fundamental for the company. Regional and local HR departments work to avoid or eliminate discriminatory practices in work-related activities. This applies in particular to pay, training, career guidance, and social security. Globally, the average base salary of female employees in 2021 equaled 96.0 % of the average salary of male employees. Departures were not included in these calculations. In 2022, Clariant will continue to analyze potential gender pay gaps and define corrective measures if needed.
In 2021, Clariant organized with two partner companies in Germany a three-day workshop for interested schoolgirls under the Hashtag #EqualinTech. The purpose of this was to encourage schoolgirls to pursue MINT studies (mathematics, informatics, natural science, and technology), where they are still in the minority. At the workshop, the girls learned about design thinking and coding and even created their own app.
Employee commitment to diversity
Employees are increasingly establishing so-called resource groups. For instance, the »Women Inclusion Network« in Germany organizes networking events and peer coaching groups among interested female colleagues. In North America, three groups have been established in the past few years or are in the course of being established to support women in science; working parents at Clariant; and lesbian, gay, bisexual, transgender, and queer (LGBTQ+) employees. These groups will receive financial support for event organization.