Community, Our people Global
December 12, 2022 | 10–12 min read

ICL’s Commitment to Reduce the Corporate Gender Power Gap


ICL is proud to say that we are at the forefront of the global effort to achieve gender equality and one way we are doing so is by committing ourselves to closing the corporate gender power gap. Our company wide programs and activities speak to the energy and enthusiasm being put behind this goal. 

Our very own Ilana Fahima, EVP, Chief People Officer, participated in the G20 panel “The Corporate Gender Power Gap,” held by the UN Women, Women’s Empowerment Principles (WEPs) this month, where she presented our strategy to creating a shift. Ilana presented ICL’s commitment to furthering gender equality as part of our ESG strategy, highlighting our progress in senior management and board gender mix.

She also discussed how ICL sets and monitors diversity goals with senior management and the board, as well as the importance of empowering young leaders with inclusive leadership education.

Closing this gap takes a conscious and steadfast commitment from all parts of society. In fact, the United Nations’ Secretary General, António Guterres, calls gender inequality the biggest of all human rights challenges. ICL is in agreement, and we are dedicated to equality for women by closing the corporate gender power gap as Ilana demonstrated on the G20 panel. 

One of the ways we have chosen to act is by adopting the U.N.’s Women Empowerment Principles. This set of guidelines, signed by ICL’s President & CEO, Raviv Zoller, provides a comprehensive framework to help raise awareness and advance gender equality and women’s empowerment in the workplace and community. These principles for achieving gender equality have proven fruitful to successful and continued efforts towards this cause. 

What are the Women’s Empowerment Principles?

The Women’s Empowerment Principles (WEPs) were created by the UN Global Compact and UN Women as guidance for companies on the promotion of women’s empowerment and gender equality in the workplace. 

Aligned with the United Nations Sustainable Development Goals, the WEPs are adopted by CEOs and applied throughout the whole company. Included in the principles are a zero-tolerance policy for sexual harassment, equal pay for work of equal value, and gender-responsive supply chain practices. 

ICL has adopted the following 7 Women’s Empowerment Principles:

  • Principle 1: Establish high-level corporate leadership for gender equality
  • Principle 2: Treat all women and men fairly at work – respect and support human rights and nondiscrimination
  • Principle 3: Ensure the health, safety, and well-being of all women and men workers
  • Principle 4: Promote education, training, and professional development for women
  • Principle 5: Implement enterprise development, supply chain, and marketing practices that empower women
  • Principle 6: Promote equality through community initiatives and advocacy
  • Principle 7: Measure and publicly report on progress to achieve gender equality

ICL’s commitment to Gender Equality

Adoption of WEPs

As we strive to be an Employer of Choice, ICL promotes the employment and promotion of women at our sites and facilities around the world. Deciding to adopt the WEPs in October 2021, our CEO, Raviv Zoller, joined a robust network of over 3,000 company leaders with the same goals: support diversity, foment equality, and reduce the corporate gender power gap. 

The WEPs fall under the U.N.’s Sustainability Develop Goal (SDG) number five, Gender Equality. The UN Global Compact’s strategy for 2021-2023 prioritizes Gender Equality along with four other SDGs: Decent Work and Economic Growth (SDG 8), Climate Action (SDG 13), Peace, Justice, and Strong Institutions (SDG 16), and Partnerships (SDG 17). ICL decided to embed the Compact’s Global Impact Initiatives into our corporate strategy, operations, and culture.

Furthering Gender Equality is Part of ICL’s ESG corporate strategy

ICL CEO Raviv Zoller is the driving force behind the company’s commitment to gender equality and closing the corporate gender power gap. In his Statement of Support for the Women’s Empowerment Principles, Zoller expressed that he and other business leaders around the globe support gender equality in order to:

  1. Access the largest talent pool possible;
  2. Increase competitiveness;
  3. Achieve corporate responsibility and sustainability goals;
  4. Create a company environment that mirrors the society we would like to see for our employees, families, and communities;
  5. Promote economic opportunities for all;
  6. And contribute to sustainable development in the communities in which we operate. 

Adopting the Women’s Empowerment Principles comes naturally for ICL, as Corporate Social Responsibility (CSR), a concept we have adopted, is a management method that includes responsible influences in areas of Environment, Social, and Governance (ESG). 

Establishing diversity goals and KPIs

Our philosophy is that Diversity, Inclusion, and Belonging are not a destination to arrive at, but a journey to become more attentive to our employees’ needs and a more inclusive company. In 2020, we developed our own Diversity and Inclusion (D&I) program. We hired a Global ICL D&I Officer who is tasked with continually improving our D&I measure and developing a D&I culture. 

Promoting gender equality and working to close the corporate gender power gap fall in line with our global efforts to create change inside our company as well as making a positive impact on the communities in which we operate. 

As a testament to our focus on achieving results, we can proudly say that 40% of our employees have volunteered and participated in local outreach in their communities. Additionally, we have invested $35 million in the support of our local communities, and advancing education and food security.  

Awards and Recognition

For the fourth time, in 2022, we were included in Bloomberg’s Gender Equality Index (GEI), which tracks public companies’ performance across five pillars: female leadership and talent pipeline, equal pay and gender pay parity, inclusive culture, anti-sexual harassment policies, and pro-women brand.

ICL is honored to be one of the 418 companies worldwide included in the GEI. Our presence in Bloomberg’s Gender Equality Index bears witness to our ongoing commitment to developing a diverse and inclusive workforce, not to mention our commitment as active contributors and participants in the United Nations Global Compact, composed of CEOs around the world who are determined to create a better, more sustainable world by adopting sustainable and socially responsible policies for their companies and stakeholders.

More on the subject:
ICL’s Commitment to Diversity, Inclusion, and Belonging
The Meaning of Corporate Social Responsibility
The Evolution from CSR to ESG


ICL has been a pioneer since our inception, notably through advancements in agriculture, mining, advanced food ingredients, and fire prevention, among other areas. Continuing this tradition, we are pioneering Corporate Social Responsibility (CSR) and Gender Equality issues because we know that with our global footprint and influence, we must seize the opportunity to help fix the most pressing issues of our time. 

Closing the Corporate Gender Power Gap, adopting the Women’s Empowerment Principles, and committing ourselves to the promotion of equality and fairness both inside ICL and out in our communities are just some of the ways we are using our actions to help heal people and the planet. 

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