We believe in powering the potential of diverse, innovative and inclusive teams that create value for individuals and the Albemarle community.  

  • We care for the health, safety and wellbeing of each other.
  • We create a work environment that encourages personal expression, and fosters mutual respect.
  • We proactively collaborate with each other, encourage others to contribute and appreciate constructive feedback.
  • We treat our colleagues, customers, suppliers and other stakeholders with care, courtesy, fairness and respect, in moments of agreement as well as disagreement.
  • We consider the impact of our actions on others.
  • We strive to build a diverse and inclusive culture that embraces learning and fosters trust.
  • We respect the privacy and personal data of each other.
  • We show care and courage by speaking up if we see others being harassed, bullied, intimidated or otherwise made to feel uncomfortable. We do not assume that others have already raised concerns.
  • We do not discriminate based on race, color, ancestry, national origin, citizenship, age, physical or mental disability, medical condition (including pregnancy), religion, political affiliation, marital status, gender, sexual orientation, gender identity, genetic information, veteran status or any other status or characteristic protected by applicable law.
  • We do not engage in harassment, humiliation, bullying, retaliation or other forms of intimidation.
  • We do not make unwelcome or inappropriate advances, including those of a sexual harassment.
  • We do not display or share offensive, threatening or demeaning materials.
  • We do not bring weapons into our workplace.
  • We do not participate in or pressure others to participate in, inappropriate forms of hospitality or entertainment.
  • We do not knowingly make false allegations in relation to someone else’s conduct.
  • We do not retaliate against those who have, in good faith, reported a Code of Conduct concern.


  • Follow the Code (Speak Up) and refer to the Harassment Policy if you suffer, or see, acts of violence, harassment, bullying, humiliation or any other types of intimidation (whether directed at you or somebody else).
  • Follow the Code (Speak Up) and refer to the Investigation Policy if you suffer, or see, acts of retaliation against you or anybody else for raising a concern regarding compliance with the Code of Conduct or any other concern.
  • Call the police if you believe that you, or someone else, are in imminent danger, and then notify site security, your supervisor, HR and the Legal Department when safe to do so.



verbal or physical conduct or written communication that is viewed as unwelcome, humiliating, intimidating or offensive by the recipient. It has the purpose or effect of creating an intimidating, hostile or offensive work environment; it can unreasonably interfere with an individual’s work performance; or it can affect an individual’s employment opportunity.

Harassment may include, but is not limited to:
• Verbal or non-verbal threats, insults, ridicule or abuse; or
• Possessing, displaying, or distributing offensive materials such as signs, cartoons, pictures or pornographic materials.

Sexual Harassment

• Unwelcome touching or sexual advances;
• Requesting or demanding sexual favors;
• Suggestive comments or jokes;
• Insults of a sexual nature; or Sending sexually explicit emails or messages.


any adverse action threatened or taken against a person because the individual has filed, supported, or provided information in connection with a complaint. An adverse action is one that would discourage a reasonable person from reporting an allegation or participating in an investigation.


repeated verbal, physical, social or psychological abuse of a worker by a person or group of people at work. It can include someone intentionally and repetitively engaging in actions such as work interference, humiliation, intimidation, teasing or taunting.

Personal Data

Any information relating to an identified or identifiable natural person; an identifiable person is one who can be identified, directly or indirectly, in particular by reference to an identifier such as a name, an identification number, location data, online identifier or to one or more factors specific to the physical, physiological, genetic, mental, economic, cultural or social identity of that person.

Particularly sensitive personal data often has additional restrictions on its processing and use, and includes data relating to:

  • racial or ethnic origin;
  • health; or
  • trade union memberships.