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ICI » Topics » ICI employment principles

This excerpt taken from the ICI 6-K filed Mar 21, 2007.

ICI employment principles
A summary of the Group’s employment principles is given on pages 19 to 21 of this Report.

This excerpt taken from the ICI 6-K filed Mar 16, 2005.

ICI Employment Principles
The ICI Group employs over 33,000 people in more than 50 countries.

ICI manages its global organisations through both its International Businesses and its Regional and Industrial Business, each of which is responsible for determining its own employees’ terms and conditions and employment policies within the framework of the following Employment Principles agreed by the ICI Executive Management Team.

These Employment Principles are fully consistent with the commitments given in both the ICI Sustainability Policy and Code of Conduct.

Health and safety of employees
The health and safety of employees is a core value of ICI. Our policy is to ensure that all activities are conducted safely and that the health of our employees is protected. ICI sets demanding targets and monitors progress to ensure continuous progress in this area. We require every employee, and those who work on our behalf, to exercise personal responsibility in preventing harm to themselves and others. We communicate openly with our employees about our health and safety activities and performance and provide them with training to drive continuous improvement.

Development of people
ICI is committed to providing support to help release the full potential of all its employees, whilst recognising that the ultimate responsibility for personal development must rest with the individual.

The Company seeks to help every individual understand the personal strengths they can leverage whilst providing the support they need to grow and develop further, in line with the needs of the business.

Diversity
Our ability to become a high performing organisation depends on our inclusion of people who come from diverse backgrounds and who think in different ways about creating value for our customers and stakeholders. The individuality and creativity that every person brings to the work place is welcomed and appreciated and everyone should be treated in a fair, open and honest manner.

ICI will provide equal opportunity for all employees irrespective of their race, colour, creed, religion, gender, ancestry, citizenship, sexual preference, marital status, national origin, age, pregnancy, or any other reason prohibited by the laws of the individual countries in which it operates. This will apply with respect to recruitment, promotion, compensation, transfer, retention, training, benefits, and any other employment actions.

ICI ANNUAL REPORT AND ACCOUNTS 2004

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DIRECTORS’ REPORT

Respect for the individual
It is the right of all people to be treated with dignity and respect. ICI is committed to providing and fostering a working environment that is free from harassment, discrimination, victimisation or bullying, and where all employees are treated with dignity and respect. Verbal or physical conduct that unreasonably interferes with another individual’s work performance, creates an intimidating, hostile, or offensive working environment, or adversely affects opportunities will not be tolerated. Allegations of bullying or harassment will be taken seriously at all levels and will be dealt with in a sensitive manner.

Work/life balance
ICI aims to create a more productive and efficient workforce that will meet business requirements while supporting employees in managing successfully their personal and family commitments.

We aim to exploit the opportunities offered by new technologies to improve our ability to accommodate more flexible patterns of working, where the nature of the work makes this possible.

Our success in achieving this relies on the co-operation and shared responsibility of the Company and its employees, who are partners in the process of managing the balance of work/life issues.

Organisational change
Change is an important and inevitable feature of the world in which we live, and responding positively to change is vital to our success and growth as an organisation and as individuals. From time to time, this will also include changes to the structure of our businesses.

ICI’s commitment is:

•	to ensure that employees are kept informed about the issues and challenges facing the business

•	to be sensitive to the implications of change from the perspective of our employees

•	to be understanding and supportive of their needs and to seek to mitigate the effects of necessary business restructuring.

Communication and consultation
The Company is committed to effective consultation. It believes that knowledgeable and well-informed employees are critical to its success and that there should be clear channels of communication and opportunities for dialogue on issues which affect employees’ working lives.

The principal aims of communication and consultation are:

•	to improve employees’ understanding of the business and its goals

•	to increase mutual trust and commitment

•	to highlight any concerns which might have an adverse impact on the business

•	to allow people to contribute their opinion and experience

Performance and reward
Pay structures for employees at all levels should be designed to reinforce the link between performance and reward. Employees will wherever possible be set performance objectives which support the achievement of overall team and business goals, and their individual reward will reflect their performance against these objectives.

Reward will also recognise the prevailing business climate and the circumstances of the relevant local labour market.

EXCERPTS ON THIS PAGE:

6-K	Mar 21, 2007

6-K	Mar 16, 2005

Imperial Chemical Industries (ICI)

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