Our People, Our Culture

We foster a work environment that supports individualized and tailored opportunities for development and skill-building experiences for CPChem employees.
SDG #4, Quality Education

Employees Shine at CPChem

In 2025, employees submitted more than 50,000 recognitions celebrating collaboration, exceptional work and meaningful achievements through Shine, our internal social platform. Shine empowers our workforce to uplift one another, amplifying appreciation and strengthening connections across the Chemisphere.

Age Diversity: Employee Generations

Global Employee Gender Diversity

Recruitment

Our Talent Acquisition team leverages their expertise to recruit and attract top talent while continuously improving efficiency and the candidate experience. We implemented hourly pre-employment online testing to streamline hiring processes and deployed the SuccessFactors recruiting and onboarding solution globally, with domestic optimizations that improved processes, streamlined requisitions and increased recruiting efficiencies. These efforts support our ability to attract candidates with diverse backgrounds and experiences, including through our early career programs.

Minimum Degree Required

Elevating Talent Management

Talent management is a cornerstone of our evolving culture, positioning our people and organization for long-term success. We elevate talent by fostering an environment where performance is recognized and employees receive the feedback needed to reach their full potential. Our talent management strategy focuses on key areas like recruitment, recognition, learning and development, and career planning.

Supporting Global Goals

Hours of Growth: Employee Training

Average Hours of Training
per Employee

113

Total Employee Training Hours

605,790

Talent Development and Career Opportunities

Our Learning and Development team provides comprehensive training and development opportunities that promote professional growth and skill-building for our workforce. We view learning as an ongoing journey and use on-the-job training, coaching, mentoring, eLearning, and classroom-based instruction to deliver high-value lessons and enhance skillsets. By emphasizing education and training, and including development objectives in individual employee plans, we help equip our people to meet the evolving demands of the industry and contribute to the company’s success.

In response to employee feedback, we introduced a comprehensive Career Framework designed to provide greater transparency around roles, competencies, and career progression. Built on a structured Job Architecture, the framework defines clear career paths across all levels, including leadership, lateral, and subject matter expert tracks. Employees now have access to detailed job profiles outlining responsibilities, qualifications, and behavioral and technical competencies, empowering them to take ownership of their development and prepare for future opportunities. Supported by learning resources and training, this initiative strengthens workforce engagement, supports internal mobility, and reinforces our commitment to employee growth and long-term talent sustainability.
SDG #4, Quality Education

We believe that career progression should be based on possessing the required technical and behavioral competencies for a given position. From new hires to seasoned professionals, employees are encouraged to take charge of their career paths and fully develop their skillsets to reach their full potential.