More than 17,000 people work at Brenntag worldwide. With their expertise and their dedication, they play a key role in the company’s success and our long-term competitiveness.
The primary goal of our human resources strategy is for us to be regarded globally as the preferred employer in the field of chemical distribution – both for current and future employees.
We see it as our responsibility to offer fair working conditions and an attractive, safe and inspirational working environment while encouraging our employees’ personal and professional development in a targeted manner.
In addition to development prospects, open communication and an opportunity to play a part in shaping the company are important aspects which help to promote employee motivation and loyalty. Regular and comprehensive communication with Brenntag employees is a key element of our culture.
Brenntag’s employees are regularly kept informed of current issues and company matters through their line managers and also through our internal print and online media. Conversely, our employees are able to discuss issues directly with their line managers or with the HR officers responsible.
Depending on the country-specific legislation, employees can also contact the persons representing their interests on elected co-determination bodies. Brenntag respects its employees’ right to freedom of association and collective bargaining and will not pursue or tolerate any measures which could restrict these rights.
An internal online portal “ShareON” supports and promotes the additional flow of information, communication and cooperation between Brenntag employees across different locations. This platform brings people together and facilitates the transfer of knowledge while offering an opportunity to share information, experiences and best-practice methods from different areas. Brenntag also has idea management systems and platforms at many levels, which employees can use to become actively involved and submit their suggestions and ideas for improving organizational aspects, processes and operations.
The programme “Brenntag Outstanding Performance Award” acknowledges and rewards those who have delivered outstanding performance on an annual basis.
Brenntag’s identity as an attractive and responsible employer includes promoting the health of our employees and their work-life balance. In all regions, we offer measures which are in line with local social systems, while frequently going beyond national practices and statutory requirements.
In countries with inadequate social security arrangements, for example, supplementary private health insurance and life assurance policies are offered. In many countries, Brenntag also covers part of the cost of preventative measures or medical examinations and pays for vaccinations for its employees and their families. Brenntag also promotes its employees’ physical fitness.
For instance, individual companies contribute towards gym memberships or initiate campaigns and events which provide tips on healthy eating and lifestyles. Company runs and other sporting competitions are very popular.
Many Brenntag companies help their employees to reconcile work and family life by offering flexible working time models and holiday arrangements as well as other supportive services such as childcare or care for relatives. Regular initiatives take place at many Brenntag locations, when Brenntag employees can show their relatives where they work or when families are invited on group excursions.
Our culture of fairness, of mutual appreciation and support, is the foundation of our day-to-day activities and is embedded in our core values. For us, diversity means recognizing, valuing and respecting differences. It fosters a dynamic work environment where employees can all learn from each other. Diversity is a fundamental feature of Brenntag and includes diversity in the cultural practices, qualifications and needs of our employees.
When it comes to inclusion, Brenntag places a special emphasis on promoting the strengths and potential of employees with disabilities. Building on our “Committee for diversity and inclusion”, we would like to have a better understanding of what we can do to include people with disabilities and create an atmosphere in which people with and without disabilities feel they are on equal footing. Brenntag is a member of the global initiative “The Valuable 500”.
Diversity must go hand in hand with equal opportunities. Guaranteeing equal opportunities is a matter of course for Brenntag, as is counteracting and eliminating any form of discrimination and harassment. The recruitment, remuneration and development of employees solely reflect their qualifications and abilities.
Under no circumstances will Brenntag discriminate against employees, business partners or third parties. Equally, Brenntag expects all of its employees to fully subscribe to this principle, not to discriminate against their colleagues and to treat one another with respect. This is stipulated in our Code of Business Conduct and Ethics. Violations of this code are investigated by our compliance organization with the necessary rigour. If a violation is found to have occurred, remedial and disciplinary action is taken.
Our remuneration policy is defined by attractiveness, fairness and competitiveness. Employees’ qualifications, experience and level of responsibility are the main criteria. We offer a competitive remuneration and benefits package. Remuneration may vary in line with local market conditions, regulations and legislation.
There are both defined benefit and defined contribution pension plans for the employees of the Brenntag Group. The pension commitments vary depending on the legal, tax and economic circumstances in the individual countries and the employee’s years of service with the company and pay grade. In addition to employer-financed company pension schemes, Brenntag also supports private pension schemes through various options and pension plans.