Inclusion & Diversity
At the core of our business
Our workplace is as diverse as our customer base. Air Liquide’s solutions serve customers and patients in activities from aeronautics to home healthcare, from chemicals to food processing, electronics and beyond. And this diversity is reflected in our employees. We believe diversity is key to remaining competitive and maintaining our leadership in the industry.
150+ nationalities in the Group
34 nationalities among Executives
Setting ambitious goals
Diversity is a priority of Air Liquide’s Human Resources strategy and policy, and the Group considers it a source of strength, creativity and performance. It is a fundamental element of the organization, in terms of both businesses and employees, and drives the Group’s long-term performance.
The objectives at Group level include enhancing diversity among managerial staff to better recognize the various cultures that make up Air Liquide and to improve gender equality. In this respect, quantified targets have been set for the Group and its entities regarding gender and nationalities.
In 2018, we set goals for the percentage of women and non-French nationals in managerial and leadership positions. These inclusion and diversity goals are part of our Environmental and Societal Report which is reviewed each year by an independent reviewer.
Our 2025 targets
35% women in management and professional roles
25% women in senior executive positions worldwide
What we aim for
1. Track objectives for all entities
Today each entity has agreed diversity targets. One of our objectives is to reach 35% female managers and professionals by 2025. Other diversity objectives include nationality, disability, and ethnic origin which are followed at the local level according to needs.
2. Mitigate bias in talent discussions and improve HR processes
New corporate guidelines help entities reach their Inclusion & Diversity objectives throughout the employee lifecycle (recruiting, career management, compensation & benefits, development processes…).