Diversity is at the core of Air Liquide’s business. Our solutions serve a huge range of customers in activities from aeronautics to home healthcare, from chemicals to food processing, electronics and beyond. To be the leader in our industry requires Air Liquide to reflect the diversity we see in our customers and patients.
Source of creativity and dynamism
Talking about talent, main diversity areas are nationality, educational background and gender. Such diversity is a source of creativity and dynamism which lead to better performance. It helps us to respond to the complex challenges in our markets, it sparks innovation, and it contributes to value creation for customers, partners and society.
This commitment to diversity is reflected in our talent management practices, from selection through all phases of career development.
“ Gender diversity is a source of value and competitive advantage, along with other forms of diversity like nationality, age, educational background. Such diversity makes us a stronger and more successful company. ”
Benoît Potier, Chairman and CEO of Air Liquide
The women-men equality index is 99/100 for L'Air Liquide S.A. in respect of the year 2020, higher compared to the previous years (98/100 in 2019 and 82/100 in 2018).
The gender compensation gap: 39/40
The gender gap in the allocation of individual pay rises: 20/20
The gender gap in the distribution of promotions: 15/15
The number of female employees who receive a pay rise upon their return from maternity leave: 15/15
Parity among the 10 highest paid employees: 10/10
The result of the index is the result of a dynamic policy. It encourages the Group to continue and increase its pay equity policy. Air Liquide's salary policy is based on three criteria: performance, responsibilities in the position held and external markets for remuneration. It is not based on gender.