Diversity – an asset to be maintained

The diversity of its employees is an asset that the Arkema group wants to preserve. Its non-discrimination policy applies to recruitment, salary levels and career management.

The Arkema group is committed to ensuring diversity among its employees. It applies a strict policy of fighting against any form of discrimination regarding nationality, age, sex, etc. This policy is applied in three areas:

  • recruitment,
  • remuneration,
  • position changes and career management (mobility, promotions, etc.).

Gender equality in the workplace

Collective bargaining agreements were signed which demonstrate the Group’s commitment to maintaining professional and salary equality between men and women.


Thus, in France, through an agreement signed on 30th March 2012, Arkema promises to:

  • reinforce its policy of nondiscrimination and feminization in the job access, in spite of a still weak female representation within some target formations,
  • make sure to respect the principle of remunerations equity, by taking into account the education level, professionnal experience, entrusted responsibilities and in no case the gender of the recruited person,
  • facilitate and support the career, by equal access to training programs without putting at the disavantage employees with flexible working time,
  • support the parenting in the company and remove the drawback related to parental leave.


On 31 December 2013, female employees accounted for 23,3% of total Group employees and for 20.0% of total recruits in permanent employment contract, all categories combined.
At the same date, female managerial employees accounted for 26.9% of total Group managerial employees and for 34.2% of managerial recruits in permanent employment contract.

Integrating and maintaining the employment of disabled persons

Through different collective bargaining agreements, the Arkema group has made a commitment to encourage the integration of disabled persons. These measures also deal with maintaining their employment and managing their return to work after extended absences.

A company agreement leads to several dozen recruitments

This agreement, which was signed in France in 2008, encourages integrating and maintaining the employment of handicapped persons. It has resulted in the signing of 14 permanent contracts, 22 fixed-term contracts, 55 temporary work assignments and 17 work-study contracts for disabled persons. 


The agreement was renewed in 2011 for the period from 2011 to 2013. It strengthens the existing measures and implements new actions.

The aggregate achievements over the 2011, 2012 and 2013 period are globally in line with the recruitment objectives set by this agreement, taking account of the changes to the Company’s scope of business:


  • the commitment to conclude 18 permanent employment contracts over the 2011-2013 period was fulfilled and even exceeded: 19 such permanent employment contracts have been concluded since 2011;
  • 5 fixed-term employment contracts, 16 temporary working assignments, and 5 work-study traineeship agreements were signed in 2013;
  • the drive to train disabled people also entailed welcoming 40 trainees for the term of the agreement, including 9 in 2013, for an overall target of 40 to 45, and 18 work-study contracts were concluded, including 5 in 2013.