We have ERGs called Connect Groups at Albemarle. There are currently three of these Connect groups for women: WomenConnect NC, WomenConnect Amsterdam and WomenConnect Chile. We also have a Women Connect development program that allows women across our global company to apply for a 3-year cohort. In these cohorts, women of Albemarle participate in seminars with female leaders inside and outside of Albemarle, have discussions with our Board of Directors, participate in field assignments and accountability calls with one another. In their 3rd year, cohort members serve as mentors to incoming cohorts. About 2 new cohorts are typically introduced each year.
Employee networking is done through our various Connect Groups (ERGs). As of now we have Women Connect North Carolina, Women Connect Amsterdam, Women Connect Chile, Latinxs Connect, Black Employees (BE) Connect, Faith Connect, Pride Connect, and Veterans Connect. All of our Connect Groups have been graciously created and led by our employees. Managers and teams also participate in their own team networking and happy hours for team-building opportunities. Albemarle also has annual holiday parties at each of its locations so that employees may come together socially.
Last, but certainly not least, Albemarle employees come together for community service and engagement opportunities as a way to connect with one another and the communities around us. We do this through our Albemarle Foundation which serves as a community partner in our global locations. We “Grow the Good” when we come together to volunteer our time, funds, and resources to help those in need. Whether it’s building houses together with Habitat for Humanity or wearing red for “Go Red for Women” in support of women’s heart health with the American Heart Association.
Albemarle has worked to encourage diverse candidate slates for interviewing candidates. We are also working to further implement diverse interviewers as well so that varying opinions and perspectives are welcome into the interview process. These two initiatives have promoted diversity of thought and balance during the hiring process and more opportunities to increase the diversity of our workforce.
when considering succession planning, Albemarle does take a look at percentages of women and minorities within our talent pools. From that, we think of ways to increase diversity within these pools. Diverse candidate slates within our Talent Acquisition process is part of that step towards further diversifying our workforce.
Albemarle takes a look at executive coaching on an individualized basis in order to ensure we are addressing the needs of each of our leaders. Coaching is offered to leaders at various points during the talent life cycle depending on development needs of the individual and the outcomes of the talent review processes.
Albemarle is very much a people and family oriented culture. We have managers who treat employees as people instead of just as resources. Overall, managers and leadership understands that employees have lives and families outside of work so many of them try their very best to be flexible and supportive. Our Core Values of Care, Curiosity, Courage, Collaboration, Humility, Integrity and Transparency were created to encourage us to care for and support one another while also challenging each other to become better versions of ourselves.
our formal policies encourage and rely on open communication with your manager when it comes to remote working.
we have wellness rooms that were updated in 2019 to be comfortable for nursing mothers. The wellness rooms have a reclining chair, pillow, sink, roll-away table, and microwave. They can also be scheduled and locked for privacy.
we have spending accounts in our Benefits package that can be used toward childcare.
we have spending accounts in our Benefits package that can be used toward elder-care.
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