Diversity, Equity and Inclusion

We recruit for commercial, technical and trade roles, and we select on ability, relevant experience and willingness to learn. Gender, caste, religion, region of origin, age, disability, marital status, sexual orientation and family background must play no part in who we hire, what we pay or whom we promote.

Progression follows the same rule. Skills built on the line, at the bench or with customers count, whether or not they come with a formal qualification. When someone wants to move from a trade role into technical work, or from the laboratory into a commercial role, we will set out plainly what the new role requires.

The same courtesy and fair treatment are owed to and by everyone on site: operators, contract workers, chemists, office staff, supervisors, visitors and suppliers. We treat harassment, bullying, discrimination and abuse of authority as misconduct, and that includes remarks passed off as jokes and pressure applied through the allocation of duties or overtime.

In India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 gives women a legal right to a workplace free of sexual harassment and a formal route for complaints. We treat that law as the minimum, and we expect the same standard of conduct towards everyone on site.

Anyone who experiences or witnesses unfair treatment, harassment or an unsafe practice can raise it with their supervisor, with a manager outside their own line, or in writing to careers@arcticmaterials.com. When a concern is raised, we will:

• record it and establish the facts without delay, from the people involved and any witnesses;
• share details only with those who need them to resolve it;
• tell the person who raised it what has been done, as far as the privacy of others allows;
• protect anyone who raises a concern, or helps us establish the facts, from retaliation, which we treat as misconduct in its own right.

A disability or health condition should not decide whether someone can work with us. If a condition affects how you would apply, sit an interview or do the work, tell us what would help. In a coatings plant that might mean working hours that fit a medical routine, duties away from solvent handling or heavy drum work, a bench set at a different height, written rather than spoken instructions, or help with access around the site. We will discuss what is practical and safe in a plant that handles chemicals and moving machinery, and if a request cannot be met, we will explain why.