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Whether it’s an accident in or outside of the workplace, illness, aging, burn-out, etc., workers can be faced with a disability at any time. As a responsible employer, Arkema is committed to the employability and integration of people with disabilities. The goal is twofold: to welcome all potential talents and to provide the best support for employees affected by disability.

A responsible policy for the employment of workers with disabilities

Today, “any person whose possibilities of obtaining or keeping a job are effectively reduced following the deterioration of one or more physical, sensory, mental, or psychological functions” is considered a worker with a disability.

Since 2008, Arkema has pursued a proactive policy for the integration of people with disabilities.

In April 2017, the company signed a fourth agreement, with a four-year term. It provides for the hiring of 60 employees with disabilities and a 21% increase in turnover to be achieved with the protected worker sector.

At the end of 2018:

  • 73 new recruits were hired (all types of contracts)
  • Turnover with the protected worker sector increased by more than 20% (€358,861)
  • The direct employment rate was 4.37%
  • The overall employment rate was 4.73%

Only in French:


In all of its trade divisions, Arkema recruits employees—recent graduates and experienced workers alike—seeking demanding and stimulating jobs. Only talent matters: without consideration of age, gender, origin, or disability, the Group relies on people with operational, forward-looking profiles to build the future."

In addition to quantified targets, Arkema is pursuing and strengthening its actions for people with disabilities in five key areas:


  • Maintaining employment and preserving the skills of employees with disabilities: carrying out numerous workstation ergonomic studies and providing the necessary adaptive tools, training nurses in ergonomics, developing the network of contacts, and organizing a meeting of the network of disability contacts and coordinators for the first year.
  • Implementing an open recruitment and integration policy, based on skills criteria without prejudice: making career pages accessible, participating in several recruitment events at the national and local level, pursuing special partnerships, such as the Club House promoting the integration of people with disabilities.
  • Including young people in training sessions to improve their qualification level and their ability to integrate professionally in the company: launch of a fourth “Production Operator” qualification certificate class and launch of a project to establish a professional laboratory technician qualification.
  • Developing partnerships with the protected sector: developing support at all sites through a partner who specializes in this area.
  • Mobilizing internal stakeholders to demonstrate openness, solidarity, and the necessary daily efforts: continuing to raise awareness among employees and managers through local actions and plant communications.