Inclusion & diversity

At Air Liquide Engineering & Construction, we believe that a diverse and inclusive workplace is a source of innovation and creativity, leading to long term performance.

We aim to cultivate a working environment that respects and values differences, promotes equality, inclusion and allows people to contribute with their maximum potential and commitment to the global success of the company and society.

We are committed to finding ways to actively support and encourage a diverse workforce and inclusive workplace. A portfolio of global and local initiatives promote our culture of inclusion and diversity. Concrete implementation is measured  each year. These include initiatives in: career development, remuneration, maternity and paternity leave, promotion of gender and cultural diversity, inclusive culture, fostering diversity in international mobility, inclusion of disability, attracting and developing talents with diverse backgrounds and profiles, communication.

35% of engineers and professionals will be women by 2025

At the core of our Business

Women in TCL

Our Technical Community Leaders (TCL) program is a unique way to identify, develop, and recognize the achievements of our experts and technical leaders. They ensure Air Liquide’s continued success by sharing knowledge and creating value across a range of key technical expertise.

In order to encourage female employees to join the TCL program, we have created a dedicated programme called "Women in TCL". 

 

HandivAirsity

An essential part of inclusion and diversity at Air Liquide Engineering & Construction is providing opportunities for people with disabilities to work at all levels of the organization and to the benefit of all parties. HandivAirsity is an ambitious European initiative centered around two key objectives: hiring more candidates with disabilities and helping those with disabilities in the workplace. 

The initiative is deployed around three core strands: firstly, for recruitment, where teams learn how to mitigate against biases and overcome reservations about employing candidates with disabilities. Second, the Referents network implements and monitors the integration and progress of workers with disabilities in the workplace and reports on inclusion – both for internal purposes and to comply with country-level legal obligations. Third, local HandivAirsity ambassadors act as both on-site contacts for disabled workers and as champions for inclusion.

How our employees see inclusion and diversity: