Empowered Employees

DOWNLOAD THE 2021 REPORT

A Committed and Caring Team

FOSTERING INCLUSION, DIVERSITY, AND EQUITY IN OUR WORKFORCE

Meeting our commitment to responsible chemistry depends on our ability to create a vibrant workplace culture. To do so, we must attract and retain the best and brightest minds who push our business and industry forward.

Our 2021 Empowered Employees Highlights

Achieved recertification as a Great Place to Work® in three locations—Mexico (four years in a row), Spain and China each for their second and first years, respectively
Increased the representation of women and people of color on our Board of Directors and our senior executive team; 100% of the new members of the Chemours Executive Team (CET) were promoted from within and are women and/or ethnically diverse
Achieved a 69% average global employee engagement score on the Great Places to Work survey
Continued to offer unconscious bias training for leaders through our DECIDE program
Enhanced US-based employee benefits including additional 401(k) contributions, long-term care insurance, pet insurance, transgender benefits and designated Juneteenth as a holiday

Evaluating Our Goals

Each year, we evaluate our ID&E goals to identify opportunities and obstacles that require us to take meaningful actions to remain on track. Our most recent evaluation indicated we could create an even stronger, more ethnically diverse US workforce. Our goal from 2022 forward is to fill 30% of all US positions with ethnically diverse employees, an increase from the original 20% goal.

Our evaluation also identified some challenges ahead to fully achieving our gender parity goal. Chemours has a bedrock commitment to gender parity in all areas of the company while realizing that in some roles achieving full gender parity by the aggressive date of 2030 may not be possible. In this context, we are reshaping our gender parity goal to fill 50% of all director level positions and above with women by 2030, and to fill 35% of all global roles with women by 2030—on an intentional path to full gender parity at all levels of the organization by 2050 or earlier.

Susan Kelliher

Senior Vice President, People

We recognize that additional work must be done in some communities where we operate to build and grow the available pool of skilled women interested in technical, manufacturing and maintenance careers. Chemours is committed to undertaking this work.

Nurturing Excellence and Diversity

The future of Chemours depends on a talented workforce that is representative of the diversity of the communities in which we operate. The combination of excellence and diversity is essential to continuing our strong track record of uncovering and delivering the innovative solutions society needs.

To recruit top talent and broaden our local workforce pipeline, we virtually attended fairs at various universities, including events at Historically Black Colleges and Universities (HBCUs). Meanwhile, our manufacturing sites partnered with local trade schools and community colleges to create apprenticeship opportunities and develop degree programs that teach students the unique skills needed for a career in operations. We developed a Gender Diversity Playbook, which provides an annual audit checklist, recommendations, and resource estimates.

Our employee resource groups (ERGs) are integral to fostering inclusion and advancing these commitments. These groups provide a place for employees to share experiences and help Chemours progress toward a more inclusive and diverse workforce.

Employee Resource Groups

Activating our ERGs

Our ERGs continued to impact our Chemours community throughout 2021. Highlights of their activities include:

Chemours Women’s Network executed the Future of Chemistry Scholarship for Women to provide three scholarships totaling $30,000 in partnership with Scholarship America.
Chemours Asian Group’s co-chair presented an introduction to epidemiology to help global employees understand the COVID-19 vaccine and herd immunity.
Chemours Latin American Resource Organization (CLARO) held a panel discussion with CLARO leaders to discuss career development topics including challenges and prejudices faced by Hispanic and Latin American workers.
The Early Career Network supported its earliest members—interns and co-ops—with a “Student-to-Employee” panel discussion on the diverse experiences of current employees as they transitioned from undergraduate education to internships and co-ops to full Chemours careers.
The Chemours Black Employee Network held a virtual event in celebration of Juneteenth featuring a musical performance, speakers and trivia games highlighting African American history and culture.
The Chemours Pride Network collaborated with the Safety, Health and Environmental group in multiple spaces and formats on how LGBTQ+ allyship affects the holistic safety of LGBTQ+ employees.
Two frontline employees became leaders of the Veteran’s Network, a first for Chemours’ ERGs.

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An Inclusive Work Culture

Case Studies

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Building a Great Place to Work®

We use the Great Place to Work® survey methodology globally to gauge the level of employee engagement across Chemours. This platform helps us assess the Chemours employee experience to drive an improved workplace environment for all. We administered this survey in June 2021 and were pleased with a 73% employee response rate. Our average global result was a 69% positive response rate, which indicated an answer of 4 or 5 on a 1-to-5 scale. We also aspire to be the greatest place to work, and in 2021, our locations in Mexico, Spain and China all were certified as a Great Place to Work®.

Our CRC Champions

We believe that all of our employees around the globe can be sustainability leaders. Across Chemours, we have over 200 employees who have volunteered to be CRC champions regardless of their title, job responsibility or location. As a CRC champion, these employees have access to a list of “gig” assignments that are tasks connected to our CRC goals and that we update regularly. We also sponsor CRC day, which is completely dedicated to advancing these goals by participating in events across the globe. In 2021, this day resulted in more than 1,500 hours of service by hundreds of employees who participated in 68 events across 30 locations in 13 countries.

Listening and Acting

In 2021, we conducted over thirty listening sessions with our US-based employees to gather their feedback and ideas on our pay practices and benefits plans. In response, we made enhancements to our benefits plans, including enhancing our retirement contributions based on tenure and adding new benefits such as long-term care insurance, pet insurance and transgender benefits. We also added Juneteenth as a new holiday. Our employees were great partners in looking at both the benefits and the cost of our programs with an eye towards affordability and value for employees and Chemours.