Corbion adopted a diversity policy for the Supervisory Board and the Executive Committee in 2017. Given the business environment in which Corbion operates, this policy has longer-term objectives for gender and geographical diversity, the latter to reflect the majority of our business being in the Americas.
The gender diversity targets for the Supervisory Board state that at least one member should be female if the board consists of five members and that at least two members should be female if the board consists of six members. The second target applies as the current board has six members. Corbion complies with this target as three members of the Supervisory Board are female (Liz Doherty, Ilona Haaijer, and Dessi Temperley). Corbion also complies with the statutory gender targets of at least 30% male and at least 30% female members of the Supervisory Board.
The geographical diversity target for the Supervisory Board states that at least one member of the Supervisory Board has (had) relevant Americas experience and/or exposure. Corbion complies with this target as Mathieu Vrijsen and William Lin qualify as such.
The gender diversity target for the Executive Committee states that at least two members should be female if the committee consists of six or seven members. Corbion’s Executive Committee has three female members, Jacqueline van Lemmen, Aurélie Dalbiez, and Jennifer Lindsey, and so complied with this target in 2022. In 2022, the position of Chief Marketing and Digital Officer was added to the Executive Committee and filled by a female.
The geographical diversity target for the Executive Committee states that at least two members of the Executive Committee have (had) relevant Americas experience and/or exposure. Corbion complies with this target as Andy Muller, Marco Bootz, and Jennifer Lindsey qualify as such.
In the case of vacant or new positions on the Supervisory Board or the Executive Committee, the company’s diversity policy will be applied when selecting persons for appointment as member of the Supervisory Board or the Executive Committee.
Our senior management population (being the senior management layer below the Executive Committee) consists of 76 employees of which 25% women (status end of 2022), which is still below our objective of 32%. To further improve our diversity, we are continuously educating hiring managers on diversity in recruitment and internal promotions, ensuring selection includes a diverse slate of candidates for any given role. We are also offering flexibility wherever possible to meet the working pattern needs of employees, amongst other actions. In addition, we designed a roadmap for the roll-out of our Diversity, Equity, and Inclusion strategy in 2023 and beyond.
As the number of senior management is limited, a few female hires or leavers within the senior management population have a significant impact on the above percentage.
Values and Code of Business Conduct
The Corbion values of Care, Courage, Collaboration, and Commitment were introduced in 2018 and implemented globally in 2019 and 2020, through communication campaigns, Executive Committee-sponsored events, and workshops held across the world. In 2022, our values were further reinforced through various initiatives such as quarterly values showcases, complementary access to the mindfulness app Headspace for all our employees, and a Preserve What Matters platform to connect our people to initiatives around sustainability and community involvement. Along with the Corbion behaviors, the values guide and underpin the business strategy of Corbion. They form an integral part of our engagement and performance management programs and our global training and development initiatives.
Information about the effectiveness of, and compliance with, the Corbion Code of Business Conduct is available under the section Risk management/Business conduct program in this report.