Diversity in Employment: Hiring the Best

ICL strives to be an Employer of Choice, and continually promotes equality, including the employment and promotion of women. This effort requires searching more diligently, and in more diverse places, for the best talent. To further its vision, the Company has created a global plan to make ICL a diverse company with an inclusive atmosphere in which every employee feels a true feeling of belonging \

The right person for the right job - no barriers

Diversity, Inclusion and Belonging at ICL is a journey, not a destination.

Diversity at ICL means understanding, accepting, and valuing differences between people including those of different ethnicity, nationality, religion, gender, age, disability, sexual orientation and those with differences in education, personality, life experience and knowledge base.

Inclusion at ICL means welcoming and embracing colleagues who look, act, and think differently;

it means a collaborative, supportive and respectful environment that increases the participation and contribution of all employees. Inclusion is ICL’s attempt to welcome and acknowledge what makes each of its employees unique.

Inclusion is how ICL guards against blind spots.

Belonging is a human need. At ICL, we understand that we are compelled to belong and that we are compelled to belong in our own unique way. The compelling need to belong has a light side, which is connected to how we unlock our authentic selves, lean in, and highly engage.

With all our differences, we become stronger together!

As part of ICL’s Employer of Choice journey, the Company has committed to become a more inclusive and attentive organization. One of ICL’s key goals in this important journey is to remain committed to its own Diversity and Inclusion (D&I) policy, first formulated in 2020.

As part of this process, a Global ICL D&I officer was nominated. This role includes responsibility for strengthening the Company by developing a D&I culture and improving ICL’s D&I measures.

ICL has also launched a dedicated and interactive online intranet platform (MyCampus) to inform and educate employees on diversity, inclusion and belonging issues.

ICL is working in partnership with various NGOs and other partners to find ways to increase its pool of diverse talent and to reach out to underrepresented groups.

As the Company works to strengthen its recruiting activities, it is also implementing an advancement program for both suitable and diverse candidates.

Commitment to United Nations Women's Empowerment Principles

Women’s Empowerment Principles (WEPs) are a set of principles offering guidance to businesses on how to promote gender equality and women’s empowerment in the workplace, marketplace, and community. Established by UN Global Compact and UN Women, the WEPs are informed by international labor and human rights standards and grounded in the recognition that businesses have a stake in and a responsibility for gender equality and women’s empowerment. By adopting the Women's Empowerment Principles in 2021, ICL’s CEO joined over 3,000 other business leaders around the world who have adopted WEP.

Commitment to United Nations Global Compact (UNGC)

As of 2021, ICL has been an official business participant of the UNGC, and is publicly committed to supporting UNGC. ICL commits to responsible business practices, which when combined with collaboration and innovation, can bring about powerful change in markets and societies – proving that principles and profits go hand in hand.

Bloomberg’s 2022 Gender Equality Index

Bloomberg’s Gender Reporting Framework (“GEI framework”) is a standardized reporting method used globally to acquire comprehensive workplace gender data. The GEI framework defines a set of metrics used to determine a company’s progress towards equal representation of gender throughout the levels of the organization, commitment to gender equality goals, policies in place to reduce the impact of familial stresses and responsibilities on the workplace, and progress towards positive impact on women outside of the employee base. On an annual basis, Bloomberg conducts systematic outreach to a balanced group of representative stakeholders to help select metrics critical to promoting equity in the workplace in the current global environment surrounding gender equality.

We’re proud to be a Bloomberg GEI member since 2019 with a continuously improving score on the Gender-Equality Index providing our stakeholders greater investments in gender-related practices and policies.

Initiating Global Membership Catalyst

Catalyst is a global non-profit organization that works with some of the world’s most leading CEOs and companies to help build workplaces that work for women.

Founded in 1962, Catalyst drives change with pioneering research, practical tools, and proven solutions to accelerate and advance women into leadership — because progress for women is progress for everyone. With ICL’s membership, every ICL employee has access to world-class resources that support individual career growth, inclusive leadership skill building, and organizational change efforts, which they can access at www.catalyst.org

Understanding By Learning

Various educational sessions have been offered to all ICL employees world-wide in which they learn to understand their biases and how to change their way of thinking to act in an inclusive way. Some examples of the offerings we provide are:

Unconscious Bias
Understanding Privilege
Cultural Awareness – Understanding your ICL Colleagues
Being an Inclusive Leader

In addition to short knowledge bursts (e-learning) on “Leading Your Team in an Inclusive Manner” or “Running More Inclusive Meetings”.

60 ICL employees around the world have enrolled and been appointed as Diversity, Inclusion and Belonging Ambassadors. These ICL ambassadors amplify initiatives developed for the organization. Ambassadors work in small groups to realize ideas about diversity, inclusion, and belonging on varying platforms.

Each quarter, detailed statistics and trends are produced to help ICL focus on those areas that can contribute the most, when addressed.

ICL is proactive in its search for employees from diverse groups. ICL has changed its recruiting procedures to better accommodate talent from different backgrounds. Local managers are attentive to this shift and are prepared to adapt their hiring practices.

ICL is also extending its minority outreach programs by working together with various local and national non-profit organizations and associations.

At ICL’s sites in the US, minorities comprise an average of 17.2% of the workforce

In the US, ICL sells products to the federal government which requires the Company to maintain an Affirmative Action Plan (AAP). The AAP requires the Company to compare the diversity of its workforce with that of qualified people within the geographic area of where it recruits for each type of position. The Company conducts this comparison annually and shares the results with appropriate managers. If this plan determines that the local ICL workforce is not representative of the qualified people in the geographic recruiting area, the Company actively reaches out to groups representing women, minorities, people with disabilities and/or military veterans. This outreach is designed to increase the likelihood that the best candidates will be from the under-represented groups. In addition, ICL US is a member of the Direct Employers Association. This association posts ICL’s US openings to hundreds of websites with diverse populations. These efforts allow ICL to increase its pool of diverse candidates.

During 2022, the Year of Sustainability, the month of May was dedicated to Diversity. From Monday to Thursday during the month, employees participated in challenges, shared stories, attended round table sessions, took a look in the mirror (personal cultural profile campaign), and were made more aware- as they listened to a great guest speaker on Diversity.

Another globally celebrated event is International Women’s Day (#IWD)

ICL’s European operations are likewise working to create greater diversity and inclusion among their employees.

8.5

By 2030, achieve full and productive employment and decent work for all women and men, including for young people and persons with disabilities, and equal pay for work of equal value.

10.2

By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.

Country Navigator - Cultural Intelligence Tool

Promoting diversity and inclusion (D&I) within ICL is part of the Company's commitment to become an Employer of Choice, drive creativity and innovation, and promote an equal and fair work environment. While benefits are clear, creating a truly diverse and inclusive business is a continuous journey.

ICL's senior management is fully committed to incorporating effective D&I initiatives throughout the Company. As part of this journey, ICL introduced Country Navigator, a new cultural intelligence tool that promotes collaboration and effective teamwork in multi-cultural teams.

The Country Navigator tool is a preliminary step in many of ICL’s Employer of Choice enablers promoting its D&I commitment and collaboration, and ensuring ICL employees have the right resources and tools to succeed.

To help create the necessary infrastructure for an inclusive environment, ICL has adopted a Global Anti-Harassment and Anti-Discrimination Policy.

Promoting Gender Equality

To ensure its goal of promoting gender equality, ICL is implementing and monitoring the following diversity key performance indicators (KPI’s), and has established the following quantitative diversity goals, to be reached by 2024. These KPI’s have shown improvement since 2019. Over the past four years, ICL has increased the percentage of women in senior leadership, which has grown to 23% in 2022 from 7% in 2018.

In accordance with ICL’s ESG strategy and to reflect our commitment, ESG performance targets were included as part of the incentive plan for all executive officers. Diversity and gender equality improvement targets are a part of the incentive plan in ICL’s senior management compensation policy.

ICL sees women in senior leadership as essential to its continuing success. As such, in September 2021 when ICL entered into a sustainability linked loan agreement of $250M (SLL), which includes sustainability performance targets, it included a target of at least 25% of women in senior management roles by the end of 2024.

In April 2023, following the debut of the SLL, ICL further expanded and increased its ESG commitments by entering into a Sustainability-Linked Revolving Credit Facility Agreement for $1.55B (Sustainability-Linked RCF). The Sustainability-Linked RCF includes three KPI’s which have been designed to align with ICL’s sustainability goals and include an increase in the percentage of women in ICL senior management.

ICL was also included in Bloomberg’s 2022 Gender Equality Index (GEI) for the fourth consecutive year in a row.

	End of 2022	2024 Target
Women in Senior Management	23%	25%
Women in ICL Board of Directors	33%	25%

As the Company becomes more aware of creating an inclusive environment, it is also establishing quantitative KPIs and targets. In addition to reviewing the number and percentage of women within the Company and its management, ICL has begun to annually review its global gender pay gaps.

Results indicate a 3.93% gender pay gap when evaluating average total global payments (based on a 2021 database). This is an improvement from 2020 results that presented a 4.69% gap.

5.1

End all form of discrimination against al women and girls everywhere.

5.5

Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic and public life.

ICL supports its women employees and is engaged in their integration and success within the Company.

To improve awareness regarding hiring and employing women, ICL has improved training for hiring managers, in order to improve the understanding and awareness of unconscious bias. ICL is developing a global online training sessions to enable all employees an access to this development opportunity. In addition, guidelines were given to the learning and development team to work towards a more gender balanced group of delegates on the various management development courses.

Employees Resource Groups (ERG)

During 2022, ICL launched a new Employees Resource Groups program, a voluntary participatory program designed to enable opportunities for employees to join or form groups on any and every issue. These groups work to promote specific goals for its participants and for the entire Company.

During 2022, one Multi-cultural and two Female (Leadership) Employees Resource Groups were promoted and established. The ERG’s have been organizing several meetings and initiatives. One example is a series of guest lectures by Professor Hanneke Takkenberg from the Erasmus University (Rotterdam, The Netherlands) on female Leadership.

Sustainability Reporting Disclosures:

Disclosure: 103-2

Disclosure: 405-1

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