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 2016, female employees accounted for 24.6% of total Group employees and for 24.7% of total recruits in permanent employment contract, all categories combined.
At the same date, female employees accounted for 18% of total Group managerial employees (level 15 or higher according to the Hay classification) and for 34.1% 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 and renewed in 2013, encourages integrating and maintaining the employment of persons with disabilities. It has resulted in the signing of 33 permanent contracts, 27 fixed-term contracts, 71 temporary work assignments and 35 work-study contracts for disabled persons. A measure introduced with the 2013 agreement has allowed to welcome 40 interns with disabilities during the agreement's application period.


The agreement was renewed in 2013 for the period from 2014 to 2016. Unanimously signed, it confirm the engagments of the company.


  • 5 persons recognized as disabled workers have been hired since 1st january 2014
  • 6 permanent contracts, 10 temporary work assignments and 13 work-study internship have been signed in 2014.
  • 5 interns with disabilities have been welcomed on financial year 2014.



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