*Scope: Consistent with financial reporting.

Definition

Solvay defines diversity as all of the ways in which individuals are different, whether visible or not. Diversity includes more than gender, nationality, age, disability, ethnic origin, and sexual orientation. It includes thought and belief, culture, education, and background. In a business environment, it also includes corporate culture.

Inclusion means valuing and respecting difference, recognizing the unique contributions that many different types of individuals can make, and creating a working environment that maximizes every employee’s potential. The Group sees this approach as a way to enhance its performance in its role as employer. It is convinced that its approach will ultimately improve the overall performance of its workforce, and has therefore made diversity and inclusion a performance lever and a growth enabler.

Management approach

Commitments and policy

Solvay commits itself to equal opportunities and encourages diversity and inclusion at every level of employment in the company. This commitment is grounded in Solvay’s principles of ethical behavior, respect for people, customer focus, empowerment, and teamwork.

Group Diversity and Inclusion Policy

Diversity and inclusion are championed at the highest level in the organization by Solvay’s Executive Committee and Leadership Council. Each GBU and each Function entity management team is responsible for putting this commitment into practice. To reflect business objectives and cultural context, business, regional, and local leaders will set specific and relevant objectives within the Group Diversity and inclusion framework. Strategies and action plans have to be locally owned and driven by entity, region, and country, to take into consideration local laws, customs, and priorities.

At the Group level, four areas of focus in terms of diversity will receive specific attention and monitoring to ensure consistent improvement across the organization:

1. Improving the gender mix at all levels of the organization;
2. Leveraging the generation mix to optimize learning, knowledge, and experience;
3. Developing national/cultural talent that mirrors growth opportunities;
4. Enriching team mix by leveraging experiences and backgrounds.

Indicators and objectives

The various initiatives carried out in 2017 focused on three main areas:

Fostering awareness through Diversity and Inclusion workshops in various regions and business entities, through Solvay Way assessments, and through country-specific actions crafted in response to the local context;

• Training and development programs – inclusive behaviors and female leadership pilot programs;
• Challenging Human Resources Processes such as the hiring process (e.g. for junior/middle management candidates to ensure the shortlist is in line with the demographic gender balance) and succession planning.

According to the above table, the age structure is currently:

• 33% older than 50;
• 56% aged between 30 and 49;
• 11% younger than 30.