Diversity, Equity & Inclusion

We strive to create a culture where all employees feel safe, respected, valued, and empowered to contribute ideas and perspectives. We recognise that the diversity of our people and the inclusive nature of our culture are intrinsic to better business decisions and fundamental to the success of our strategy. 
Our DE&I Leadership Council is co-chaired by the CEO and CHRO and is represented by senior leaders who have a passion for DE&I. Since its establishment, the council has delivered functional and business segment DE&I strategies, further driving greater accountability within the organisation. The council has continued to deliver against their road map with initiatives centred around knowledge and culture, process and policy, and communications and reporting.

We believe that inclusive environments create a sense of belonging, leading to higher levels of engagement and job satisfaction. When employees feel valued and respected, they are more likely to be motivated to contribute their best efforts toward achieving the organisation's purpose. That’s why we recently introduced the Culture of Inclusion Index as part of our semi-annual Gallup Engagement Survey. 

Elementis is an equal opportunities employer and considers applications for employment from all backgrounds. We provide facilities, equipment, and training to assist all employees, and have made changes to our facilities to ensure equal access. 

We have a Board composition with 37.5% female members. Our strategy to increase gender diversity continues to result in a greater proportion of females in senior positions, up to 38% in 2023 (from 31% in 2021). We align with the FTSE Women Leaders definition of senior positions, that is our ELT and direct reports excluding administrative roles. 

The Board meets the target referred to in the Parker Review for there to be at least one individual on the Board from a minority ethnic background. 

Ethnic minorities make up 24.7% of our workforce in the US in 2022 – up from 22.8% in the previous year (based on self-identification and voluntary declaration of ethnicity).  

Creating a diverse and inclusive organisation

Employee Resource Groups have been encouraged and supported both globally and regionally. Two examples are Women in Leadership (WIL) and Women Engineers at Elementis (WEE). WIL has initiated positive change and fostered a higher sense of belonging through global speakers, regional training and community outreach. WEE as provided a vehicle for development and mentorship among our female technical talent.