Perspectives on Seeking a Career in the Coatings Industry: A Q&A with Industry Leaders

By Leo Procopio, Paintology Coatings Research LLC

Paints and coatings are everywhere you look. From the walls of our homes, to the cars we drive, to the road markings on the streets, our world is awash with coatings, designed to both beautify and protect surfaces.

Behind the quality and performance of those paint and coatings are the many people employed by the coatings industry. As pervasive as coatings our in our society, most people don’t consider that there is an entire industry dedicated to the development, production, and application of coatings—an industry as rich and vibrant as the many colors it produces.

Per the American Coatings Association’s aggregated data points, the coatings industry in the United States employed about 313,000 people in 2022, with nearly 43,000 employed directly by paint and coatings manufacturers. In the same year, shipments by U.S. coatings producers totaled nearly $32 billion (see www.paint.org/about/industry/economic-contributions for more info). The coatings is global, with a $175 billion to $200 billion approximated value.. Coatings are an essential ingredient used by hundreds of other industries, including building and construction, automobile, marine, aerospace, furniture, food packaging, and manufacturing, just to name a few.

Due to its size and scope, the coatings industry offers careers that are both challenging and rewarding across the value chain. Raw material suppliers, including chemical manufacturers and distributors, rely on employees with science and engineering experience to develop and manufacture large-scale quantities of materials such as the resins, pigments, and additives used in coating formulations. Coatings manufacturers require skilled individuals to develop and produce coatings formulations that must perform well under a wide range of environments and conditions. Professional functions including R&D, technical service, regulatory and manufacturing depend on the skills of STEM graduates. Students majoring in chemistry, polymer science, chemical engineering and other STEM disciplines will find their background is a great foundation for a transition into the coatings field.

While the development of new materials and effectively combining them into a coating formulation is heavily based on science and technology, there are many other positions in the coatings industry that don’t require a science background for success. Business skills and acumen are sought after for functions such as marketing, finance, and sales. Interpersonal skills are important for all roles but are especially valuable for positions in customer-facing functions such as marketing and sales. Most companies also have employees in other supporting roles such as human resources, communications and public relations, supply chain, and legal that require skill sets particular to those positions. The coatings industry offers broad and varied opportunities.

Recent trends impacting the coatings industry include ever increasing regulatory demands (e.g., the need to replace PFAS-containing materials), supply-chain optimization, the role of sustainbility, and opportunities presented by digitalization, machine learning, artificial intelligence, and high throughput testing. These drivers demonstrate the need for other skill sets within the coatings industry, and represent opportunities for new employees as well as existing employees with the desire to expand their competencies.

With all those points in mind, what do companies in the coatings industry think about the opportunities for new employees? What are the qualities and skills they seek in prospective employees? And how can they help new employees grow in their careers? To answer these questions, CoatingsTech asked companies across the industry value chain a number of questions, including why graduating students should consider a career in the coatings industry, how companies connect with and recruit potential employees, and what kinds of training and development programs they have to ease new employee entry into the industry. These and other questions were posed to leaders representing raw material manufacturers, material distributors, and coating manufacturers.

Participants include leaders across technology, business and human resource roles. Their insights and unique perspectives will be valuable to both current students and recent graduates who are contemplating if a career in the coatings industry is right for them, as well as current employees looking to expand their roles or shift their career tracks. Beyond what they say here, be sure to check out their company webites and social media feeds for more information on career opportunities and other topics, such as sustainability efforts and how they give back to the communities in which they operate.
The industry experts providing comments include:

• Sandra Auffray, senior vice president, HR and Communications for Arkema Americas
• Pouyan Sardashti, technology director, Dispersions & Resins North America at BASF
• John Gilbert, Ph.D., chief R&D officer for Behr Paint Company
• Dan Calkins, chairman and CEO at Benjamin Moore
• Eddie Valdes, people operations manager for Diamond Vogel
• Michael McCarty, corporate training manager for Diamond Vogel
• Robert Sandoval, Ph.D., R&D director at EPS
• Meixi Chen, Ph.D., applied research & technology manager for architectural coatings at Evonik
• Rafael Dias, Americas market manager for industrial & transportation coatings at Evonik
• Holly Bosher, region employer brand expert for North America at Evonik
• Tim Krytenberg, R&D manager at ICD High Performance Coatings + Chemistries
• Tracy Lunt, global technical director at PPG
• Mark Schubert, Ph.D., associate R&D director, global innovation scouting for Sherwin-WIlliams
• Josh Ackerman, global marketing manager for Performance Materials at Univar Solutions
• Imelda Torres-Laborde, executive vice president and chief human resources officer for Vibrantz Technologies
• Daniel Calimente, Ph.D., marketing manager for WACKER Silicones

Q&A on Careers in the Coatings Industry

Q1: Why should an undergraduate or graduate student consider a career in the coatings industry?

Schubert (Sherwin-Williams): The coatings industry offers STEM graduates the opportunity to make everything from consumer goods (architectural paint) to specialty coatings (for aerospace or marine use). The wide variety of applications and the multidisciplinary nature of the technical work provides endless interesting problems to solve. Over your career, there will be chances to explore colloid science, reaction chemistry, application equipment design, manufacturing engineering, optics, color science, statistics, coding, math modeling, analytical chemistry and many other fields.

Sardashti (BASF): The coatings industry offers a wide range of career streams and opportunities for growth, on both technical and commercial career paths. The technologies and products have a broad impact on a vast range of industries. Such opportunities are globally relevant as the industry is a global market. The industry is driven by change, requiring continuous innovation and technical advancement.

Calkins (Benjamin Moore): From a consumer goods/manufacturing perspective, there are many facets to the business that people entering the workforce can dive into— from research and development to marketing, sales, retail, and more. Perhaps even more inspiring, reflecting on Benjamin Moore’s own vision, is the global impact paint has in transforming our homes, communities, and lives.

Gilbert (Behr): A career in the coatings industry offers a unique blend of creativity and practicality. It can involve hands-on work to enhance a range of environments, from homes to outdoor areas. With diverse career paths and significant growth potential, the industry presents students with exciting opportunities for advancement and development.

Calimente (WACKER): The great thing about moving into the coatings industry is that a recent graduate isn’t just making small milligrams of product —instead, its kilograms and metric tons of formulations that help solve customer’s challenging business needs—and that is exciting and a great path for growth and development.

Lunt (PPG): Coatings have long protected and beautified the products we use every day (phones, airplanes, cars, computers), but today they are a key contributor to enabling energy transformation, furthering the future of mobility, improving human safety, and more.

Auffray (Arkema): Coatings products are everywhere we go, so the industry is a critical part of our everyday life and one that has shown consistent growth over time. Coatings beautify and protect all types of surfaces, which is essential to our modern lifestyle. Now is an exciting time to join the coatings industry as companies across the value chain look to develop new technologies for environmentally friendly solutions. If you want to make a difference, this industry with its international footprint, offers diverse career paths with enormous opportunities to grow and learn along the way. Arkema is a key player in the industry, fully engaged in transforming it, with our ambition being to develop innovative and sustainable solutions that make a difference in the world.

Chen (Evonik): The coatings industry offers a wide variety of career opportunities, including research and development, manufacturing, marketing, and sales. Coatings play a vital role in protecting and enhancing surfaces in various industries, including construction, automotive, aerospace and healthcare, making it a stable and innovative field with potential for growth and impact.

Krytenberg (ICD): When you ponder coatings in general, nearly every object designed, manufactured, and built by humankind involves the use of coatings. Coatings are literally everywhere. The coatings industry offers dynamic, innovative opportunities to improve everyday life through sustainable and high-performance solutions. It’s a field where science meets creativity, providing impactful career paths in R&D, engineering, and environmental stewardship.

Torres-Laborde (Vibrantz): A career in the coatings industry, particularly with Vibrantz Technologies, offers students and recent graduates the chance to work with innovative color solutions, advanced pigments, and tinting technologies. Their academic knowledge will be applied to real-world projects, like coatings for automotive finishes or architectural facades, driving innovation and sustainability while contributing to our high-performance products.

Sandoval (EPS): Coatings is a highly dynamic industry that offers endless learning and innovation opportunities within segments as diverse as construction, aerospace, and food packaging. It’s perfect for those looking to blend science, technology, and creativity while exploring a wide range of interests.

Ackerman (Univar Solutions): Two words come to mind—dynamic and rewarding. Working in the coatings industry offers one a blend of science, sustainability, technology, and creativity. Coatings touch every facet of our lives, so a career in this field offers the perfect “marriage” of form and function, with opportunities for innovation, growth, and making a meaningful impact on the environment and society.

Valdes (Diamond Vogel): A career in the paint and coatings industry combines chemistry, engineering, and creativity. It offers innovation opportunities in sustainable and advanced materials, a stable job market, and diverse applications in sectors from automotive to construction. It’s ideal for those passionate about enhancing product performance and environmental impact.

Q2: What unique opportunities or career paths does your company offer that distinguish it from others in the paint and coatings industry?

Krytenberg (ICD): ICD High Performance Coatings + Chemistries offers career paths in advanced R&D and sustainable product development in niche markets like anti-graffiti and architectural coatings. Our emphasis on innovation provides unique growth opportunities in chemistry formulation and testing. What truly distinguishes us is our leadership in developing water-based solutions, setting us apart from companies still reliant on solvent-based technologies. This focus not only aligns with global environmental trends but also offers our team the chance to pioneer in a field that prioritizes sustainability without compromising performance. Our employees have the opportunity to work on cutting-edge projects that contribute to the industry’s shift toward greener, safer, and more sustainable products.

Valdes (Diamond Vogel): Our company offers unique opportunities in sustainable product development, integrating advanced technologies in products such as wood stains, liquid paint, and powder coatings. We provide career paths in R&D, environmental health and safety, accounting, IT, marketing, product stewardship, project management, and cross-disciplinary innovation. With nine manufacturing locations, thirty-eight retail stores, and three distribution centers, employees engage in domestic and regional projects, fostering professional growth and contributing to industry-leading advancements. We prioritize employee development, engagement, diversity, and impactful, cutting-edge solutions.

Torres-Laborde (Vibrantz): We began our journey in 2022 and are building a world-class company dedicated to sustainability, inclusion, and innovation. Our culture thrives on diversity of thought and perspective, fostering creativity, and collaboration. At Vibrantz, everyone plays a critical role in helping Vibrantz thrive, and we are proud of the culture we have created where every employee has a voice and opportunity to make an impact.

Employee engagement is vital to our success. Over the last two years, we have implemented various initiatives to empower our employees and enhance their experience. We launched employee involvement committees for site-specific community-focused activities, industry-tailored safety training programs, manager excellence training, with a focus on engagement, and an employee-led Diversity, Inclusion and Belonging committee that shapes our policies using employee feedback. Programs like these, as well as our employee-led corporate social responsibility initiative and “Vibrantz in Action” philanthropy program, allow employees to shape our company culture while giving back to their communities.

As a global company, we offer dynamic opportunities across regions, encouraging cross-functional collaboration and knowledge sharing. Our employees thrive because we provide the support, tools, and resources necessary for success. We actively seek and utilize employee feedback to continuously improve the work environment, ensuring that every team member feels valued and empowered to contribute to our shared goals.

Auffray (Arkema): We have tremendous regional opportunities as we have more than 60 plants and facilities across the U.S., Canada, Mexico, Argentina, Brazil and, of course, we also have a strong presence in Europe and Asia, which offers international career paths for those interested in living abroad. Coatings is a key segment for the company, serving critical markets such as construction, semiconductors, EV mobility, green energy, and much more. We recruit in all areas: marketing, industrial R&D, business, sales, and support functions (finance, HR, legal, supply chain, etc.).

There is no one path, as our employees can often co-build their own path. We want people to experience multiple areas as part of their growth path. We are a company genuinely focused on people and teamwork. As part of senior leadership, I see firsthand that developing and growing our employees has been a consistent top priority of our top management. Being recognized as a Top Employer and being ranked one of the World’s Best Employers by Forbes reflects our commitment to make Arkema a highly desirable place to work and where you belong.

Ackerman (Univar Solutions): By nature, you think of a distributor as providing opportunities for product and market development. But at Univar Solutions, we’re more than just a distributor. Our business model features diverse career opportunities encompassing a wide range of roles including research and development, working directly with suppliers and manufacturers on technical innovation, quality control, sales, and marketing paths. Every individual is unique, and the diverse paths we offer as a distributor allow each person to find a niche that matches their interests and skills, whether they are more inclined toward hands-on / scientific work, business, or creative endeavors.

Sardashti (BASF): BASF offers a wide range of unique opportunities and career paths. The company invests significantly in R&D, providing unique opportunities for professionals to work on advancing technologies for the coatings industry, including product & process development, analytics, digitalization and manufacturing support. Digitalization and data analytics have become a main pillar to drive innovation and operational efficiency, providing opportunities for individuals in these unique career paths. Sustainability & circular economy is another focus area for BASF’s coatings division, providing opportunities to work on sustainable chemistry, renewable energy, resource efficiency, and operational excellence initiatives.

BASF offers a truly global network providing technical and commercial opportunities for professionals to work in different regions and cultures, collaborate with international teams, and gain valuable global experience. BASF also offers a Rotational Program, providing early in career participants with the chance to gain diverse experiences and develop a broad skill set by rotating through different departments and functions within the company, including R&D, operations, marketing, sales, supply chain, finance, and more. The rotational nature of the program allows participants to gain exposure to different aspects of the business, gain a comprehensive learning experience through mentorship and guidance, and develop a well-rounded understanding of the company’s operations.

Calkins (Benjamin Moore): As one of our strategic pillars, Benjamin Moore focuses on growing and engaging our people —often beginning with attracting and retaining strong talent and ensuring enriching experiences both within existing roles, as well as through adjacent opportunities. Some areas of exposure across the organization that may be of interest to STEM students include, but are not limited to:
• STEM internship programs—Internships that expose STEM students to various roles within the industry, from research and development to manufacturing, information technology, financial planning & analysis, and marketing.
• Cutting-edge technology—Exposure to advanced technologies in manufacturing automation, product development, and data analytics.
• Data-driven innovation—Involvement and influence in how the company uses data analytics to optimize production processes, improve product performance, and understand customer needs.
• Digital marketing and IT—Organizational structure realignments and resources allocated to home in on critical areas for growth within these verticals (e.g., content marketing, SEO, web design, e-commerce platforms, cloud competence, technology automation).

Additionally, our sales associate position is one of the most robust opportunities we offer, as it allows those just entering the workforce to experience various functions of the business (both within HQ and in the field) before being promoted to a Territory Representative or other market-facing role.

Calimente (WACKER): has enormous latitude as a raw materials supplier for the coatings industry, serving hundreds of some of the world’s leading brands in automotive, construction, paints, and more. We have tremendous opportunities to work and develop solutions for new applications that meet rising consumer needs, and we are guided by our goal to provide tomorrow’s sustainable solutions. At WACKER, we are the creators —inventing and innovating to design the additives or binders that are used in coatings. This is a totally different perspective for problem solving and unique for the industry —we are only limited by as far as our imaginations can reach!

Gilbert (Behr): Behr Paint Company is one of the top architectural coatings brands in the U.S., known for its high performing products and legacy of doing the right thing for its customers, people, and products. New hires quickly feel at home in a supportive environment that promotes career growth and development alongside some of the best and brightest in the industry.

In Behr Paint’s R&D department, you’ll work with the latest technology and be part of a leading name in the coatings industry. On top of a strong company culture, we offer competitive benefits for our industry which has enabled Behr to be recognized as a Top Workplace by USA Today and a Top Workplace for 16 consecutive years by the Orange County Register.

Schubert (Sherwin-Williams): Sherwin-Williams is a large global company that designs and manufactures a wide range of consumer and industrial coatings. STEM undergraduates can start in a technical or engineering position and move to procurement, marketing, or quality positions without changing companies.

Lunt (PPG): PPG is one of the largest coating companies in the world, with operations in 70 countries and more than 50,000 employees serving a wide range of industries. The opportunities to grow and have a full career at PPG across technologies, markets, and functions means you don’t have to leave the company to continue to grow, learn multiple industries, or try new things. Time and again, I’ve seen folks in a technology-related field, and then pivot their career to marketing, product management, product stewardship, and more. The range of opportunities at a company like PPG is beneficial to talent.

Sandoval (EPS): At EPS, we pride ourselves on offering our employees unique and diverse opportunities. Our chemists’ work designing polymers involves hands-on synthesis that is not only intellectually challenging but also creatively stimulating. Because we develop products across various markets, our R&D team is able to learn about a wide range of industries and applications. In the long term, this can help them choose a career path that aligns with their personal and professional interests, making their professional development a more tailored and satisfying journey. Our chemists constantly interact with customers, diversifying their skill sets and professional experiences, and making valuable contacts along the way.

EPS operates in cross-functional teams, where individuals in technical roles actively collaborate with marketing, sales, customer service, operations, and other functional areas. This environment allows them to learn about different business functions and discover new growth areas, with some successfully transitioning from R&D into sales and marketing roles.

Bosher (Evonik): In order to attract employees and strengthen employee retention, Evonik revised its positioning as an employer in 2023. Our new employer identity, “Be Part of Something Special,” covers three key aspects: the importance of products and solutions for a sustainable future, the potential for individual development, and the strong team spirit within the workforce. Evonik offers an appreciative and motivational working environment with performance-related remuneration and additional benefits, flexible worktime models, a focus on occupational health and safety, and transparent development opportunities that supports digital competencies, diversity, and work-life balance.

Q3: What are the key qualities and skills you look for in new applicants that are specific to the industry or are important for their future success?

Torres-Laborde (Vibrantz): We seek candidates who are adaptable, empathetic, and curious, as we find this leads to innovation. Ideal applicants possess strong problem-solving abilities, effective communication skills, and a commitment to excellence and sustainability. Success in the coatings industry requires teamwork, a passion for innovation, creativity and an ability to thrive in fast-paced environments.

Gilbert (Behr): Behr Paint looks for several key qualities and skills in new R&D applicants that are essential for success in the industry, including:
• Passion for the industry—Enthusiasm for paint and coatings will drive personal and professional growth.
• Scientific knowledge—Must be able to apply chemical and scientific principles to the job in a laboratory environment.
• Creativity—Ability to contribute innovative ideas for product development.
• Technical skills—Proficiency with basic laboratory skills.
• Teamwork—Collaboration skills for working effectively within diverse teams.
• Customer focus—Commitment to understanding and meeting customer needs.

Sandoval (EPS): We value applicants who possess curiosity, proactivity, good communication skills, and a continuous learning mindset. Curiosity drives success at EPS, and proactive individuals who explore new ideas and innovate are invaluable. Good communication skills, especially in the technical team, are crucial for conveying complex technical knowledge to non-technical people. The coatings industry is ever evolving, and so are we. Therefore, individuals committed to the learning process are more adept at managing changes, leading to sustained success in this industry.

Lunt (PPG): PPG prides itself on the core values that enable, empower, and encourage our employees every day —what we call “The PPG Way.” The six core tenets of The PPG Way embody a culture of ownership, empowerment, and inclusiveness. Key to our success is employee ownership of their work and the outcomes of it, working safely and solving our customers’ problems. We are at our best when we can work hand-in-hand with our customers on determining the right products and application methods that allow their processes to run more smoothly and more sustainably.

Calimente (WACKER): We are looking for candidates who understand that technology needs to develop and implement commercial successes for both the customer and WACKER, as well as candidates that embrace creativity and innovation. These recent graduates who are applying need to be curious and maintain that curiosity when dealing with these highly engineered, complex coatings systems. Additional qualities that WACKER admires is teamwork, self-motivation, and the desire to be a life-long learner.

Schubert (Sherwin-Williams): Most projects are too large for an individual to do by themselves, so a history of working on teams is an important consideration when hiring. Communication is key to collaboration, so good reading/writing skills as well as good listening and speaking skills are essential. Because of the breadth of the coatings industry, it’s important to be curious about a wide range of technical fields.

Sardashti (BASF): There are several key qualities and skills that the company looks for in new applicants. Our “We create chemistry” strategy lays out four fundamental core values and the expectation that our employees are Creative, Open, Responsible, and Entrepreneurial. As a science-driven company focused on driving sustainable solutions, sought after qualities include technical expertise, commitment to environmental stewardship, and strong foundations in chemistry, engineering, data science, business management, or related disciplines. We look for candidates capable of analyzing complex problems and developing innovative solutions. Adaptability and flexibility, collaboration, and strong communication skills are some of the other required key qualities. As a global company, we embrace diversity and inclusion. We value and appreciate different cultures, backgrounds, and perspectives.

Chen (Evonik): At Evonik, these are the key qualities and skills we believe are important for the future success of new applicants in the coating industry:
• Technical knowledge—A strong understanding of the scientific principles and materials involved in coatings.
• Problem-solving skills—The coatings industry often involves complex technical challenges, so the ability to solve problems creatively and efficiently is highly valued.
• Communication skills—Effective communication is essential in the coatings industry, particularly for roles that involve working with customers or collaborating with colleagues from different functions.
• Drive for sustainability and adaptability—The coatings industry is constantly evolving. Environmental regulations and increasing expectations for greater sustainability and performance at lower cost continue to drive innovation, so the ability to innovate and adapt to new materials, technologies, and processes is important for long-term success.

Calkins (Benjamin Moore): While previous paint industry experience is a plus and every job role has its own criteria/ technical skill requirements, much of what we look for has to do with our culture —rooted in purpose, driven by innovation, and united by our relationships. This culture is upheld through our values of safety, openness, integrity, community, and excellence —and supported by clear sets of employee behaviors and manager expectations that put these values into action. Additionally, because the independent retailer channel is so integral to our business, employees who take the time to understand and appreciate that business model are extremely successful.

Ackerman (Univar Solutions): The first thing that comes to mind when thinking about future success is determining if an individual is a creative thinker who also appreciates a faster pace of business. Applicants who would enjoy being exposed to or learning multiple aspects of the industry, from planning to concept development, and sales and marketing, stand a great chance of flourishing in the coatings industry. Professionals in this industry often work in interdisciplinary, collaborative teams, combining knowledge from areas of study such as chemistry, physics, engineering, environmental science, and business. This collaborative environment is ideal for those who enjoy learning and integrating different fields of knowledge.

Valdes (Diamond Vogel): For success in the paint and coatings industry, we seek applicants with:
• Technical proficiency: Strong background in chemistry, material science, chemical engineering, accounting, IT, management, and a variety of other skills.
• Innovative thinking: Ability to develop and apply new technologies and solutions.
• Analytical skills: Proficiency in problem-solving and data analysis.
• Sustainability focus: Understanding of eco-friendly practices and sustainable product development.
• Attention to detail: Precision in formulation and application processes to produce a quality product.
• Communication skills: Ability to convey complex ideas clearly to diverse teams.
• Adaptability: Willingness to learn and adapt in a fast-evolving industry.

Krytenberg (ICD): We value applicants with strong analytical skills, a passion for innovation, and a commitment to sustainability. Proficiency in chemistry and materials science, problem-solving abilities, and excellent communication skills are crucial for success in our industry.

Auffray (Arkema): Arkema is an employer of choice looking beyond hard skills and experience. We value soft skills and personality traits and look for shared values (performance, empowerment, solidarity, simplicity, inclusion) and purpose (e.g., making a positive difference in the coatings world through innovation and sustainable solutions.) Our strength comes from the combination of all that our employees bring to work every day, what makes them unique, or, as we call it, their “formula,” to use a chemistry metaphor. For this reason, we look for a wide array of talents and expertise, with strong collaborative and relationship building skills, and diverse unique traits that help foster innovation through teamwork. At Arkema, you can make a difference and be highly visible doing so. You can embark on a journey with many opportunities to learn and grow along the way, and you can chart your own growth path.

Q4: What is your company doing to connect with and recruit potential employees? What is the path that a new applicant would follow to join your company?

Sardashti (BASF): BASF follows a multi-faceted approach to recruitment, combining targeted strategies, online platforms, partnerships, and engagement with educational institutions. These include campus recruitment with universities and educational institutions, online job portals and social media, employee referral program, industry events and conferences, and talent acquisition partnerships with recruitment agencies and professional networks. At BASF, we place a strong emphasis on diversity and inclusion and actively seek to attract candidates from diverse backgrounds and underrepresented groups.

Bosher (Evonik): Evonik, as an employer, adopted a new global positioning approach to address the employment market. Based on an analysis of the recruitment market and the support of many employees around the world, we developed a new slogan: “Be Part of Something Special.” Working closely with our organizational units, our three topics —Impact, Potential, and Culture — support sustainability. We see these topics as major career drivers, for example, in areas such as green hydrogen and the circular economy.

Our new positioning can be adapted flexibly for different target groups and regions. Our new identity as an employer was presented worldwide. Together with Employer Branding, our business entities and regions are integrating their key messages into their strategies and using them digitally to address potential employees. Our most important advocacy platforms are the People Stories on our careers site, featuring employees and their stories, and temporary takeovers of the Evonik Instagram channel. Our aim is to gain the right people for key positions and strengthen the loyalty of present employees. Alongside themed pages aimed at specific target groups, employees give insights into their daily work on the new “Be Part of Something Special” social wall.

LinkedIn and Instagram are the social media platforms most widely used to address younger target groups with an affinity to social media. We use innovative formats, such as collaboration with influencers, for example, in a TikTok campaign. In “The greenest job,” a student provides insights into Evonik’s wide-ranging activities in the area of sustainability. In “We Want You,” an initiative launched jointly with Regional-Verband Ruhr, we provide information on “green” jobs in the Ruhr region of Germany. Together with our R&D and Engineering departments, Employer Branding is stepping up its partnerships with selected German universities. In North America, employee ambassadors and members of employee resource groups assist us with our university relations strategy, which we use to address talented people at target universities. In China, we work closely with reputable universities to enhance our attractiveness as an employer. Our established trainee programs offer an optimum starting point for highly qualified employees.

Lunt (PPG): At PPG, our people are our greatest asset. With over 50,000 employees globally, recruiting capable new talent is a key part of PPG’s success. We use many approaches, including direct job posting, hosting career fairs, recruiting at target college campuses, and hiring targeted skillsets. We also offer a PPG Primers internship program where we hire students at PPG during their college career to gain exposure to various departments, determine their passions, and help develop them. If you are interested in joining PPG, the best place to start is to learn more about our company and review possible opportunities that we have posted on our web site. I also strongly encourage networking with current employees who have roles that align with your passions and expertise.

Valdes (Diamond Vogel): To connect with and recruit potential employees, we utilize university and college partnerships, our online presence and employee referrals. We collaborate with regional universities and colleges for internships, co-op programs, and on-campus recruitment drives, and have active recruitment efforts through social media outlets and our company website. We also encourage current employees to refer qualified candidates.

The path for new applicants to join our company involves several steps:
• Application submission: Candidates may apply through our website, submitting their resume and cover letter.
• Initial screening: Our HR team reviews applications for relevant skills and experience.
• Phone interview: Selected candidates are interviewed to assess their fit and interest.
• Onsite interviews: In-depth interviews with team members and hiring managers to evaluate skills and cultural fit.
• Offer and onboarding: Successful candidates receive an offer and undergo a comprehensive onboarding process, including orientation and training programs to integrate them into our team.

Schubert (Sherwin-Williams): In addition to more traditional talent acquisition activities, Sherwin-Williams has formed cross-functional teams of R&D and HR employees who visit college campuses and organizations to help connect and engage with current students. In the past, our employees have been on campus to speak to students in classrooms and provide workplace-ready opportunities like mock interviews and resume assistance. We use these opportunities to showcase what a day-to-day lab environment looks like in the coatings industry. Interested applicants can visit our Careers website at https://careers.sherwin-williams.com/ and apply to open positions or sign up for job alerts. The majority of employees will start their career in an entry level Chemist or Technician position. Our career ladder allows for growth in an Individual Contributor capacity, up to a Research Fellow or along the management track.

Ackerman (Univar Solutions): At Univar Solutions, we use a multifaceted approach to connect with and recruit talented individuals, reflecting our commitment to attracting top talent and fostering a diverse workforce. While specific recruitment strategies are always evolving, the following is a general approach we use to engage and connect with potential employees:
• University partnerships and internships: Univar Solutions often collaborates with universities and colleges to recruit new talent. This can include career fairs, guest lectures, and offering internships or other programs that provide students with hands-on experience.
• Career websites and digital job boards: We use a career page and popular online job boards to post vacancies. These platforms are optimized for searchability and user experience, making it easy for potential candidates to find relevant opportunities.
• Social media and professional networks: Leveraging platforms like LinkedIn, Twitter, and Facebook, Univar Solutions shares insights into our culture, industries, community initiatives, and open positions, thereby engaging with potential candidates and building our employer brand.
• Employee referral programs: We recognize the value of personal networks, so we might offer incentives to current employees for referring qualified candidates, tapping into the personal and professional networks of our valued workforce.
• Recruitment events and job fairs: Participating in job fairs and hosting recruitment events, both virtually and in-person, allows us to connect directly with potential candidates, providing them with an opportunity to learn more about Univar Solution, our coatings’ industry careers, and our culture.

Candidates follow a typical application, screening, interview, and assessment process that allows each party to evaluate if there is a mutual fit. Overall, when it comes to hiring potential employees, specifics vary depending on the role, its location, and the evolving strategies of our coatings’ team to attract and retain talent.

Calimente (WACKER): WACKER has a robust summer internship program that has been ongoing for almost a decade, and it has grown to the point that we feel schools are aware of the program. The internship program has helped us be very successful in recruiting because of the vast exposure interns receive throughout a summer. We start looking for interns in the winter months and conduct interviews in the spring. In addition to word of mouth which helps to spread the word of our openings, HR also directly recruits with universities with great chemistry programs and provides presentations about WACKER’s innovations and opportunities. And always check out our LinkedIn page and website for openings.

WACKER also has graduate recruitment programs, and both commercial and technical rotation programs in which recently graduated employees get to work with two or three business areas that help form relationships, educate them on the company, and determine a career path forward.

Krytenberg (ICD): We actively participate in industry conferences, university partnerships, and online platforms to connect with potential employees. Applicants typically follow a path of online application, initial screening, technical interviews, and a final assessment of cultural fit and innovation potential.

Torres-Laborde (Vibrantz): Vibrantz connects with potential employees by participating in local career fairs and leveraging social media. We offer internships and actively engage with students and young professionals. We’re active on LinkedIn, where we often post about our employees’ philanthropic efforts. Applicants can explore opportunities on our careers page at https://vibrantz.com/careers/

Sandoval (EPS): EPS actively recruits potential employees through various channels. We leverage social media and professional networks like LinkedIn and Indeed to reach out to a broad talent pool. Our hiring process is efficient yet meticulous —interested applicants apply online, followed by a call with our HR recruiter and the hiring manager. As the final step in the recruiting process, we invite them for an on-site visit and in-person interviews. We also partner with prestigious universities, sponsor master’s degree projects, and run internship programs to identify potential talent and provide practical experience. Finally, a significant aspect of our recruitment process is evaluating cultural fit. This approach ensures we attract the right talent, and they follow a streamlined path to join our team.

Auffray (Arkema): Arkema recently launched a new employer brand campaign called “What are you made of? Changing the world requires the right formula.” Blending technology/AI with the human spirit, the campaign showcases what makes each person unique. Valuing our differences fits our inclusive culture and is at the core of the innovation we pursue. Our employees are our best ambassadors. As they proudly share their personalized “formulas” on social media, we hope the diversity of their profile, background, interests, and personality traits resonate with potential employees.

For those curious to know more and explore our opportunities: check out our LinkedIn page, search hashtag #WhatAreYouMadeOf, connect with people who’ve taken a similar path or have similar backgrounds or, better yet, connect directly with our employees. Because we have a robust referral program, our existing employees may be quite helpful to you. You can also view our website and check out the wide range of products we offer and, of course, our commitment to sustainability. And of course, you can visit jobs.arkema.com to search positions and apply.

Calkins (Benjamin Moore): Equally as important as attracting talent to join our organization, we want to ensure potential candidates see and understand our brand and organizational culture by highlighting and promoting the employee experience from within. In addition to leveraging our digital presence across websites, social media platforms, and online job boards, we also participate in job fairs throughout North America to connect with and recruit potential employees. We build strong relationships and actively collaborate with universities and colleges through internships and career fairs to identify and cultivate future talent, which continues to result in successful placements in entry level positions across the company. Our intern program has also proven to be a successful source for graduating students to secure entry level positions within the company.

Interested candidates are encouraged to use our careers website to search for open positions and submit applications. Upon submission, our talent acquisition team carefully reviews all applications to identify qualified candidates based on job requirements. Qualified candidates then undergo an initial screening process, which may include a phone or video interview to discuss the role and their interest/experience. If the candidate proves to be a fit in the initial screening, they will be invited to participate in in-depth interviews with the hiring manager and other team members. For candidates advancing in this process, some may be required to complete other assessments and pre-employment background checks. Selected candidates will receive a job offer and, upon acceptance, join the organization and participate in a comprehensive onboarding program to ensure a smooth transition into the company.

Q5: What roles do sustainability and environmental responsibility play in your operations, and how do you communicate these values to potential employees?

Lunt (PPG): We recently celebrated the 50th anniversary of our Global R&D Coatings Innovation Center in Pittsburgh, PA. As part of the ceremony, we re-read the opening speech from 50 years ago, in which sustainability and safety were key themes describing the backbone of the research center. Fifty years later, our focus has only strengthened as we work to reduce the environmental footprint of our products upstream and downstream, make our products more sustainably advantaged by generating less waste, using less water and energy, and enabling the circular economy. It is a challenge which requires new technology and invention, and with PPG’s strong commitment in this area, it is the perfect place to drive the future of coatings technology and capability.

Ackerman (Univar Solutions): With a growing focus on sustainability and environmental impact, the industry is increasingly looking for ways to develop eco-friendly and sustainable products. This shift offers the chance to contribute to significant environmental initiatives, making it an appealing career or field for those passionate about making an immediate and long-term difference.

As a company, we believe it’s essential to support customers on their sustainability journeys. ESG is ingrained in our operating philosophy —it touches our core values and is aligned with our purpose to help keep people healthy, fed, clean, and safe. It’s been a part of our journey since 2008 when we published our first sustainability report, and we look forward to continuing to lead the way in our commitment to driving a sustainable future. As a technical innovator and supply chain connector, we are working at the intersection of science and technology, helping customers and suppliers take their products to the next level by bringing forward and getting specific about natural and sustainable products to achieve their environmental goals.

Sustainability isn’t just a buzzword for us. A sustainable mindset is an expectation for potential employees, and they are made aware of the importance of sustainability in shaping how we grow and deliver more than just chemicals and ingredients.

Auffray (Arkema): The coatings industry is reinventing itself, so it’s an exciting time to join! Our material science helps to make possible the transformation to sustainability that the world seeks. Arkema is focused on elevating the coatings industry —offering solutions to many of the problems facing our world today. We are working with companies across the value chain to drive decarbonization and further circularity in material design. It goes beyond the materials themselves —it means also developing more sustainable usage such as cool surface coatings to improve building efficiency and reduce energy consumption, solutions to improve EV battery performance, and more.

Krytenberg (ICD): Sustainability is central to our operations, from product development to manufacturing processes. Solving problems for our planet through clean chemistry is a core focus at ICD High Performance Coatings + Chemistries. We strive to create products that not only meet the highest performance standards but also minimize environmental impact. We communicate these values to potential employees through our corporate social responsibility initiatives and during the recruitment process, emphasizing our commitment to environmentally responsible innovation. By joining our team, employees become part of a mission-driven company dedicated to advancing sustainable practices in the coatings industry.

Calkins (Benjamin Moore): Benjamin Moore recognizes that we have social, environmental, and economic responsibilities to our stakeholders. We are committed to reducing our impact on the planet, offering a safe and inclusive workplace for all employees, and giving back where we live and work. Potential employees are introduced to our values and commitment to the community through our robust corporate responsibility report (available at https://www.benjaminmoore.com/en-us/corporate-responsibility-sustainability) which outlines our focus on product, people, planet, and partnerships —and our continuous promotion of the work we do in these areas on various social channels. Additionally, our talent acquisition team reinforces our efforts to be good corporate citizens throughout the recruiting process.

Valdes (Diamond Vogel): From start to finish with each gallon of paint, sustainability and environmental topics are weaved into our processes. From R&D’s formulation work, through the steps of production and packaging, to delivering each gallon to the customers —efforts are made to conserve raw materials, reduce waste, and efficiently put the product into the customers’ hands. Our products not only help to beautify the world with color, but also significantly protect our belongings —from our homes and autos to our appliances—this coatings protection adds years of life to each and thus saves our world from the need to replace these belongings sooner!

These realities are intertwined in the hiring process, from sharing our purpose and mission to our posted environmental policy. We communicate these values with potential employees through:
• Job descriptions and postings: Highlighting our commitment to sustainability and the role it plays in each position.
• Company website and social media: Sharing stories, achievements, and initiatives related to our environmental efforts.
• Recruitment materials: Providing brochures and presentations that detail our sustainability goals and practices.
• Interviews and onboarding: Discussing our environmental values and how they align with the company’s mission and daily operations.
• Employee testimonials: Featuring current employees who work on sustainability projects, sharing their experiences and impact.
• Continuous engagement: Offering training and development opportunities focused on sustainability to keep employees informed and involved in our green initiatives.

Sandoval (EPS): Sustainability is integral to our business, influencing our strategy, product development, and operations. Our European division earned a gold medal from EcoVadis, placing us in the top 5% of over 85,000 companies evaluated. EcoVadis is based on an assessment that evaluates 21 sustainability criteria across four core themes: Environment, Labor & Human Rights, Ethics, and Sustainable Procurement.

Our product portfolio reflects our focus on sustainability, and we make it a priority to select raw materials with sustainability attributes in mind. Some of our colorant lines are UL GREENGUARD Gold Certified for low chemical emissions. In 2024 so far, we have launched a biobased polymer with comparable performance to that of 100% fossil-based products, and a polymer for reflective roof coatings with excellent asphalt bleed—through and dirt pickup resistance that helps lower cooling costs for building owners while enhancing occupant comfort and potentially mitigating urban heat island effects.

Our commitment to sustainability and environmental responsibility is communicated to current and potential employees through our Sustainability Report, social media, and internal communications platforms.

Torres-Laborde (Vibrantz): When we began our journey in 2022, we had a clear vision —to become a sustainable world-class specialty chemicals and materials company. Guided by our purpose to bring color, performance and vibrancy to life, we are committed to providing world-class service to customers while enriching the lives of our people, culture, communities, and planet. Our sustainability efforts to date have included the launch of an employee-led Corporate Social Responsibility (CSR) Council, the release of our first product lifecycle analysis, (available at https://vibrantz.com/press/vibrantz-technologies-battery-grade-manganese-sulfate-demonstrates-ultra-low-carbon-footprint/), the publication of our Corporate Social Responsibility (CSR) report, (available at https://vibrantz.com/wp-content/uploads/2024/04/CSR-2023-042224.pdf), employee involvement committees at 60+ of our sites engaging in community-focused activities each month, and our global “Vibrantz in Action” philanthropy program. By joining the United Nations Global Compact, we ensure accountability in our sustainable practices. We actively promote these values through our website and social media, engaging potential employees in our commitment to a sustainable future.

Calimente (WACKER): Sustainability and environmental responsibility are important, and WACKER has set itself new, ambitious goals to achieve net-zero by 2045. The new goals to cut greenhouse gases are science-based targets. WACKER has joined Race to Zero, the UN’s carbon neutrality initiative and is voluntarily committing to the 1.5-degree target and undertaking to issue transparent progress reports on our course toward net-zero. We feel we are on the forefront for our industry and do see potential employees caring very much about working for a company that puts these efforts at a priority. We share company visions and values around these goals at the beginning and during the application process, and offer continuous learning and development opportunities along the way, such as SustainaTalk, our annual sustainability conference. More information can be found at: https://www.wacker.com/cms/en-us/sustainability/sustainability-strategy/detail.html.

Dias (Evonik): Sustainability and environmental responsibility are integral to Evonik’s operations and corporate philosophy:
• It is part of our core business strategy: Evonik focuses on developing products and solutions that contribute to resource efficiency, reduce environmental impact, and support a circular economy.
• It is in our Corporate DNA: Evonik has set ambitious targets to reduce its carbon footprint and works with its suppliers to ensure that sustainability and ethical practices are upheld throughout the supply chain.
• It is what leads our Innovation and Research: Significant investments are made in research and development of Green Chemistry materials, and we actively pursue circular economy principles, aiming to reuse and recycle materials wherever possible.

We actively promote these values in job fairs, conferences, workshops, and webinars together with our regular campaigns in social medias. Starting on Day one, our onboarding programs aim to support newcomers into our sustainability training and ways, and into our environmentally responsible corporate culture. By embedding sustainability deeply into its operations and effectively communicating these values, Evonik not only advances its environmental goals but also attracts and retains employees who are committed to making a positive impact on the world.

Sardashti (BASF): Sustainability and environmental responsibility are integrated into all aspects of BASF’s operations. The company recognizes the importance of reducing its environmental impact and promoting sustainable practices and is committed to driving positive change in the industry. A few examples of our commitment to sustainability include:
• Manufacturing sustainable products offering reduced environmental impact.
• Our commitment to circular economy and use of renewable and recycled feedstock.
• Implementation of sustainable practices in manufacturing and use of renewable energy sources for operations.
• Working with suppliers to comply with environmental and social standards.

Schubert (Sherwin Williams): In general, paints and coatings contribute to a more sustainable world by protecting critical infrastructure, prolonging the life span of assets, contributing to food preservation, and many other important applications. For Sherwin-Williams, sustainability and environmental responsibility are embedded in our operations and sustainability is one of our six enterprise priorities. We embrace an enterprise-wide approach and seek to incorporate sustainability initiatives across our Product Blueprint, Environmental Footprint, and Social Imprint.

As a Company, we have committed to reduce our Environmental Footprint, by reducing our absolute operational emissions by 30% and reducing our waste intensity by 25% by the year 2030. We have taken significant steps toward meeting this goal through energy efficiency projects in our manufacturing plants and stores, and by incorporating renewable electricity into our energy procurement. We have reduced our waste intensity by 12% to date by increasing recycling, re-using wash water, and other measures. With the industry’s most recognized portfolio of paints and coatings, we are accelerating our development of products with sustainability attributes through life cycle thinking and a strong commitment to product stewardship. We also are building additional momentum by enhancing our culture of belonging, continuously improving our occupational health and safety metrics, and strengthening our engagement with communities where we live and operate around the world.

Our culture makes Sherwin-Williams a special place to work, and we continue to build on this strong foundation. We know that what employees and applicants alike value most are the stability of our company, the career opportunities we provide and the quality of our people and teams. This insight led to Create Your Possible™, our refreshed employee value proposition that showcases the unique experience that Sherwin-Williams offers within our sustainability social imprint and tells the story of the company’s investment in each employee.

We communicate progress on our sustainability initiatives with current and future employees and other stakeholders through our annual Sustainability Report and other venues. For more information, please visit our website at https://corporate.sherwin-williams.com/us/en/sustainability.html.

Q6: Can you describe the training and development programs available for new hires? What are the common challenges new hires might face in the industry, and how does your company help overcome them?

Krytenberg (ICD): We offer comprehensive onboarding and continuous education programs. Common challenges include keeping up with rapid technological advancements and regulatory changes. We support new hires through structured training, ongoing professional development, and a supportive team environment.

Sardashti (BASF): BASF places a strong emphasis on training and development to ensure its employees have the skills and knowledge required to succeed in their roles. We offer a thorough onboarding program which includes introductions to the company’s policies and procedures, related trainings designed specifically for the target position, and various programs to help with technical, soft skills or leadership development. In addition, we offer mentoring and coaching programs to support the professional development of employees and encourage pairing new employees with experienced professionals for guidance and support. We also offer a wide range of online learning trainings to enhance knowledge and skill development.

Calimente (WACKER): Typically, we match new hires with seasoned employees as part of their on-boarding process. We expose them to not only the formulating principles for coatings, but also to the synthesis side of things to understand, for example, the large impact of binders on the performance of the final formulation. We seek to find mentors and other staff to help coach along the way, and finally we also look for outside classes at conferences to expand the education and exposure to the overall coatings industry and provide continuous learning opportunities. WACKER makes sure our new hires are actively involved in customer interactions and see the production plants to understand what the impact is when it comes to the manufacturing of the different coatings products. We believe it is essential to understand the full process of our products, start to finish.

A common challenge for new hires is transforming new ideas into the reality of developing and producing materials on a larger scale to service our customers’ needs. WACKER’s rotational program helps our employees move on from the academic discovery mindset and towards the solving of real-life issues for customers.

McCarty (Diamond Vogel): Diamond Vogel offers a variety of training and development opportunities for new employees:
• New employee orientation: Required for all new employees, this program introduces learners to Diamond Vogel, our safety-first culture, IT essentials, our business management system, and several key policies.
• New employee safety: All new employees learn the information, practices, and procedures they need to remain safe at work.
• More new employee safety: Certain employees face additional safety risks, especially those who spend more time in a production setting. These employees complete the creatively named “More New Employee Safety” program to ensure their safety.
• Professional orientation: Select new employees observe and assist with work in multiple departments and functions. They learn about key functions and processes, company culture, and a variety of management philosophies and styles.
These programs include virtual and in-person learning experiences. They place special emphasis on engaging and entertaining content to maintain learners’ attention, spaced learning and repetition to enhance retention, and competence verification to evaluate both the learners’ progress and the effectiveness of training. In addition to corporate training programs, Diamond Vogel provides role and site-specific training to ensure employees have the attitudes, awareness, and competence they need to be safe and successful in their positions.

Valdes (Diamond Vogel): Three key challenges that new employees in the paint and coatings industry (and many other industries) often face are building trusting relationships, knowing how to continue to learn and grow after their initial onboarding, and gaining the necessary skills to manage others (for newly hired or promoted managers). This past year, Diamond Vogel implemented multiple new programs to help employees overcome each of these three challenges.
• Building trusting relationships: Managers and supervisors across Diamond Vogel implement a variety of techniques to build relationships with and engage employees. These include monthly one-on-one meetings, daily check-in conversations, and team celebrations.
• Continuing to grow: By participating in the Professional Growth training program, employees continue to learn and, in many cases, take steps toward growing their careers. Learners complete virtual courses on a range of topics. Their supervisors supplement these courses by holding in-person discussions and assigning learning application projects.
• Gaining the skills and knowledge to manage: In 2024, Diamond Vogel implemented its year-long Business Basics training program, aimed at enhancing managers’ business acumen. Each month, learners participate in a training session, complete a project to apply what they learned, and present their project to members of senior management. In 2025, the company plans to roll out the Power Skills program. Utilizing the same format, it aims to help managers improve their interpersonal skills.

Bosher (Evonik): We regularly assess and evaluate potential, succession scenarios, and the development requirements of talented employees at HR meetings attended by the executive board. Special attention is paid to attractive career paths, job rotation, and high-quality development programs to support the development of our future top executives. Our programs include aspects such as sustainability, entrepreneurial and personal responsibility, and geopolitical developments. As well as appointments to top management positions, our focus is on building up a pipeline for key roles at various levels. With this in mind, we offer the Evonik Explorer Program, where employees can proactively apply to take part in a group-wide talent program. This two-year program gives participants individual, practice-oriented preparation for the next steps in their development along a specialist or management career path. A nine-month development program is a central element in this. Around 320 employees were confirmed as Evonik Explorers in 2023.

Our career development portal highlights opportunities for development within the company, and a new vocational training campaign reaches out to school students and their parents. Our employer branding uses job fairs, social media campaigns, and information on our careers pages to position Evonik as an employer with the relevant target groups. We benefit from long-standing partnerships with universities and student networks. In addition, we cement our contact with students through our “Evonik Perspectives” retention program. We are increasingly offering dual training and study programs. As part of our talent acquisition drive, experts actively approach candidates in the market to gain key specialists for Evonik.

Schubert (Sherwin Williams): Within our organization, new hires are enrolled into a foundational development program with a specific learning roadmap tailored to their job function, allowing for maximum efficiency between technical learning, on-the-job training, and professional skill building. In addition, we have a dedicated team of learning professionals and subject matter experts that provide advanced training, mentoring, and networking opportunities.

The most common challenge which we see new hires face is knowing how to apply their technical knowledge to solve business-like, real-world problems. Our company addresses these challenges by providing access to and training for various systems, tools, and processes to best understand the needs of the customer, how our products impact those needs, and how our choices impact those products.

Sandoval (EPS): At EPS, we devote substantial effort to new hire training and development. As part of this, we apply the ‘Design for Six Sigma’ methodology, and we have a dedicated onboarding process that helps new employees become productive more quickly by providing them with the information, training, and resources they need to excel in their new roles. Our experienced chemists also offer mentorship and guidance to these new hires, fostering an environment conducive to growth and learning.

New hires might face a few common challenges in our industry:
• Acquiring tribal knowledge: To overcome this, we promote collaboration, meetings, and training with seasoned technical experts. We also strive to foster a supportive learning environment that allows knowledge sharing.
• Understanding products and applications: Coatings are complex mixtures, and learning about the complex interactions of different raw materials can be overwhelming. We offer comprehensive “Coatings 101” training to help new hires navigate through these intricate details. Our Technical Coatings Academy year-long program allows the R&D team members to become well-versed in all things paints and coatings.
• Staying current in this dynamic industry can be challenging: We address this through regular training sessions, access to technical experts, and meetings to share industry updates.

In essence, our commitment is to ensure a smooth transition for new hires into our company and the wider industry.

Auffray (Arkema): In terms of challenges, the period 2020-2024 was certainly unprecedented in many ways for individuals and employers as we all had to adapt to radical changes. Well-being, work life balance and remote work flexibility have emerged as important factors in the decisions to join a company. Virtual hiring and virtual or hybrid work interactions have also contributed to a much different work environment and dynamics. Arkema has embraced these factors. Safety and well-being are at the core of what we do. We offer hybrid work environment and flexibility whenever feasible. And we rely on our strong culture and values as the foundation of a positive work environment, where individuals feel they belong and can make a difference.

In terms of what new hires can expect when joining Arkema, we believe in qualitative personalized onboarding to set-up new hires for success. Onboarding covers all relevant topics to learn about the company, its vision, its culture, and its structure. Onboarding also includes some trainings to help new hires gain the necessary knowledge within our context as well as to navigate our tools. Last, onboarding includes introductory meetings with key colleagues and the assignment of a “peer advisor,” as a go-to person for any questions navigating the organization. Onboarding can take a few weeks to a few months depending on the role, and after that the company offers a vast portfolio of training, mentoring, and developmental programs to address the diverse needs of new hires and continuous learning/growth.

We monitor the experience of new hires through surveys to continuously improve our approach to onboarding. Because our culture is strongly rooted in being inclusive and collaborative, feedback from past new hires has consistently been that they felt very supported by their colleagues during this period of onboarding, which is so critical to longer term success in a company. We also offer pipeline programs for newly hired engineers, R&D, and business individuals. These programs offer the opportunity to be part of a cohort starting around the same time and benefiting from a community growing together. Some of our pipeline programs also provide rotations in various roles and/or sites to gain broad knowledge of our company.

Ackerman (Univar Solutions): Many companies in the coatings industry invest in training and professional development to keep their employees at the forefront of technology and innovation, and at Univar Solutions we are no different. But because of the specialized nature of the industry, we also go beyond expectations. We take pride in customizing training and development programs based on each individual’s strengths and areas needed for learning and growth. We offer in-person and virtual training that is appropriate for each role. Our team provides key mentoring opportunities while recognizing that in a fast-paced business like ours, creative individuals who have some market experience to draw from may find greater success.

New employees can find the pace of working in the coatings industry to be a daunting task. Some enjoy the challenge while others are initially overwhelmed. It’s important for us to communicate clearly—and early on—what new employees should expect and ensure that their mindset aligns closely with reality.

Calkins (Benjamin Moore): Benjamin Moore is committed to offering regular training and development opportunities at all levels of the organization, no matter the employee’s tenure. Specifically for new hires, there are a number of programs offered as part of their onboarding, some of which include:
• Functional and role-specific onboarding and training based on the needs of each job. For example, field sales employees attend advanced product and technical application training.
• Our Brand Ambassador program, focused on helping new hires become acclimated to the company, understand our business, business model, color and product offering, and more.
• Newly hired managers participate in a dedicated management program where they learn the expectations of a manager in our organization, help build skills and knowledge in managerial competencies such as building trust, giving feedback, coaching, and employment law.
• Ongoing trainings are offered to develop new and existing employees’ product knowledge, understanding of different areas of our business and professional and leadership skills. We encourage our employees to not only engage with traditional education classes but also experiences and exposure. For example, we recommend our new employees to visit or shadow someone in a retail location or ride along in the field with one of our sales reps.

In addition to instructor-led Talent and Development department offerings and training opportunities, employees are also encouraged to participate in one (or more) of seven Business Resource Groups (BRGs) or BRG-sponsored events to learn more about their colleagues, engage in conversations around challenging topics, discover ways to improve communication, and more. We believe an environment where everyone feels included, valued, and understood leads to a productive workplace where we can overcome challenges together and become more successful on the other side.

Lunt (PPG): We help people develop and succeed at every level of their careers through extensive resources and capability-building. Our approach to leadership development focuses on experience, exposure and education. We offer a wide array of development opportunities that include performance and learning plans, extensive on-the-job training, ongoing formal and informal feedback, structured development programs, peer learning opportunities, coaching and mentoring. Specific to the science and technology function, we offer new employees a dedicated week-long coatings class, a dedicated course in color development and management, our PPG Primers intern program, and many on-the-job learning opportunities.

It is important to note that one of PPG’s strengths is also training our customers on the use of coatings, so our training ranges from in-depth understanding of coatings design to hands-on applications. We have pilot facilities and application centers around the world to support our local teams and customers.

Torres-Laborde (Vibrantz): Our goal is to ensure new hires have the support and resources to seamlessly integrate into Vibrantz. We offer orientations and ongoing training from managers. Our programs include manager development, performance management, safety and engagement. From the outset, our employees are set up for success and given opportunities to develop their skills. We encourage our employees to challenge themselves and provide continuous learning opportunities and access to courses to ensure they thrive and reach their goals.

Challenges within the industry are inevitable but we provide tools to help employees thrive. We address common challenges, such as adapting to industry-specific regulations and team integration, by providing a supportive environment, mentoring and ongoing professional development.

Q7: How does your company adapt to the changing dynamics of the workforce, especially considering the expectations of younger employees?

Auffray (Arkema): Arkema routinely seeks feedback from our employees through our “Arkema Cares” survey to gauge satisfaction with Arkema as a place to work. We also benchmark our HR practices to ensure we stay informed on current and emerging trends and adapt our practices accordingly. This includes understanding the expectations of employees from different generations in the workplace on topics ranging from flexible and hybrid work arrangements to inclusive benefit offerings.

Arkema is a collaborative and team-oriented workplace that provides many opportunities to make a difference and be highly visible in doing so. There is a flexible work environment and no “One Path” here. Instead, you can create your own path with leaders who are genuinely interested in knowing our employees and carving out time to do so on a regular basis. Arkema also has many employees who’ve been with us for 10, 15, 20, even 30 years. These employees are eager to help onboard and accelerate the learning and growth of newcomers by sharing their experience and knowledge, through both formal and informal mentoring relationships.

Bosher (Evonik): The world of work is undergoing profound changes—from digitalization and new ways of working to the responsible use of natural and social resources. To complement Next Generation Technologies and Next Generation Solutions, Evonik has adopted Next Generation Culture with the aim of integrating sustainability requirements at all stages in the HR process. These include personnel planning, analysis of the additional capabilities, skills and management required, individually tailored upskilling offers, and a greater focus on sustainability indicators in remuneration systems. Since 2022, we have greatly increased the information, training, and workshops on this topic. In times of transition, our corporate values —performance, openness, trust, and speed— can play a valuable part in providing guidance and stability and contribute to the readiness to change.

Krytenberg (ICD): We listen to younger employees’ feedback, integrate modern technology into our workflows, and promote a collaborative and inclusive work environment.

Sandoval (EPS): EPS is committed to embracing the changing dynamics of the workforce. We offer a unique work experience in return for the skills, capabilities and contributions they bring to the company.

In terms of life, we provide rewards, benefits and flexibility to enhance our employee’s life, health, and well-being. This includes healthcare, retirement, and well-being programs. We offer a flexible workplace policy, including adjustable hours and summer hours, to ensure a good work-life balance. We also have a hybrid model, allowing eligible employees to work from home on certain days.

We offer avenues to advance their careers, by learning, acquiring new skills and unlocking their full potential through various learning programs and tuition reimbursement. We emphasize personal and professional growth by implementing Individual Development Plans. These plans allow our employees to map their career trajectories according to their strengths and interests, providing them with well-defined paths to achieve their dreams. There are countless opportunities for growth, not only in our division but also across other divisions and groups.

We focus on promoting a culture of commitment to our communities, along with offering recognition programs, mentorship, and networking opportunities. We are committed to advancing a culture of inclusion where our differences are welcomed, celebrated, and appreciated.

Our goal is to attract and retain top talent by ensuring our company continues to be an employer of choice for the evolving workforce.

Lunt (PPG): The most important focus for any supervisor or manager is to work directly with their employees and help them understand their career development desires, their passions and motivation. Everyone’s career path will be different, and we need to help them to define that path and be successful on it. While we can try to generalize generational differences, it is much more important to engage our talent on a personal level and help them each succeed by treating them as whole individuals whose needs and desires can shift over time.

Ackerman (Univar Solutions): At Univar Solutions, we’re proactively adapting to the changing workforce dynamics, particularly in meeting the expectations of younger employees. Our approach is always evolving, though several factors have been instrumental in addressing these changes:
• Embracing digital transformation: Recognizing the digital-native characteristics of younger employees, we have invested in digital technologies to streamline operations, enhance communication, and facilitate remote work when possible. This not only improves efficiency but also aligns with the tech-savvy preferences of younger generations.
• Flexibility and work-life balance: Understanding the importance of work-life balance to younger employees, Univar Solutions offers flexible working arrangements where feasible. This flexibility can include options for remote work, flexible hours, and a focus beyond traditional work hours, catering to a desire for a better balance between personal and professional life.
• Professional development and career growth: We know young professionals often seek opportunities for learning and advancement. Univar Solutions supports this through comprehensive training programs, mentorship opportunities, and clear pathways for career progression. This focus on development helps attract and retain ambitious younger employees looking to grow their careers.
• Sustainability and corporate responsibility: Many of today’s younger generations desire purpose-driven work and are concerned with environmental issues and corporate ethics. We’ve responded by emphasizing our commitment to sustainability, safety, and responsible business practices.
• Communication and feedback: Younger workers often seek a more dynamic interaction with management. Univar Solutions has adapted by implementing more collaborative communication platforms and feedback mechanisms that allow for a two-way dialogue, so employees feel heard and involved in decision-making processes.
• Health and wellness: Recognizing the importance of mental and physical well-being, Univar Solutions offers health and wellness programs that support employees’ holistic health. This can include access to mental health resources, fitness programs, and health screenings, aligning with younger employees’ values around health and wellness.

At Univar Solutions we’re committed to creating a work environment that meets the evolving expectations of the workforce, including younger employees. It’s important to keep in mind that workforce engagement and satisfaction involves continually evolving strategies and approaches, and companies like Univar Solutions know we must remain adaptable and responsive to the changing needs and values of employees if we are to attract and retain a diverse and talented workforce.

Torres-Laborde (Vibrantz): We listen. Employee engagement is core to our efforts. We actively seek and listen to employee feedback to continuously improve our culture, whether that is an informal feedback survey after our quarterly global town hall events, or a more formal employee engagement survey and accompanying action planning training that happens once every few years. A majority of the internal committees we have mentioned are employee-led, ensuring we have a global, diverse, and inclusive perspective that helps employees feel they are valued and belong and are connected to our mission and vision. Each employee’s voice matters, and we continue to evolve to meet the growing and changing needs of our employees. Our culture champions our people and inclusivity, empowering employees to grow, embrace their authenticity, and thrive regardless of their unique situations.

Valdes (Diamond Vogel): At Diamond Vogel, we continue to adapt to the changing dynamics in the workforce by focusing on several key areas, including:
• Flexible work options: We support remote and hybrid work models by offering flexible work arrangements to accommodate diverse lifestyles and enhance work-life balance in some areas.
• Technological integration: Providing the digital tools that employees need, we utilize advanced communication and collaboration platforms to streamline workflows and enhance productivity. We encourage continuous learning by providing access to online courses and resources to keep skills up-to-date.
• Career development: We support development through our engagement programs and guidance on career paths. Managers demonstrate continual investment in employees with monthly one on ones for personal reflection, career guidance, and growth. Our People Operations specialists outline potential career trajectories and opportunities for advancement within the company.
• Purpose-driven culture: Sustainability and social responsibility is demonstrated by aligning company values with the environmental and social priorities of younger employees. On community engagement, we encourage involvement in community service and corporate social responsibility initiatives.
• Well-being and support: Mental health resources, such as offering access to counseling and wellness programs are provided through our employee assistance program. Our health and wellness initiatives include providing programs and benefits that promote physical and mental health through a company run wellness program.
• Feedback and engagement: We conduct employee feedback surveys to understand needs and areas for improvement. And through open communication, we foster a culture of transparency where employees can voice their ideas and concerns.

Sardashti (BASF): At BASF, we are committed to continuous improvement, listening to employee feedback, and aligning our practices with the expectations of a diverse and evolving workforce. We incorporated a flexible work arrangement for a wide range of job families as we understand the value of work-life balance and attracting the right talents. We embrace digitalization and heavily invest in digital platforms to enhance collaboration and communication as we continue bringing the next generation of employees into the BASF workforce. We have significantly invested in improving our diversity and inclusion culture. Our employee resource groups and networks have significantly grown in the last few years, promoting diversity and fostering a sense of belonging. We actively seek employee feedback to understand their expectations. The feedback collected by various surveys is incorporated into decision-making processes, indicating our commitment to employee satisfaction and engagement.

Schubert (Sherwin Williams): At Sherwin-Williams, our purpose is to inspire and improve the world by coloring and protecting what matters. Our employee’s skills, talent, and passion make it possible to live this purpose, and for customers and our business to achieve great results. Our people are behind the strength of our success, and we invest and support you in life + career + connection:

• Life: We provide competitive pay, comprehensive benefits and additional rewards that support your total well-being —physically, financially, emotionally and socially. Whether you’re looking to live healthier, save smarter or feel better, we have the programs and resources you need to plan for the future and care for what matters.
• Career: At Sherwin-Williams, our employees have the freedom to define success in a way that’s both unique and personal. No matter where you are on your career journey, you have opportunities to build your skills in a way that works best for you and take on new experiences across a variety of roles within our global business. With formal and informal learning, education programs, tuition reimbursement, mentoring and collaboration with your manager, you are empowered to find work that fits your skills, interests, and passions.
• Connection: We are a diverse and talented group of employees with unique perspectives and experiences, who care for each other and the community. Our commitment and passion extend beyond our customers—we support the communities where we live and work to create a sustainable culture for all.

Our purpose —to color and protect what matters— unites our employees around the world, inspiring them to make a difference together as one team.

Calimente (WACKER): I believe our state-of-the-art research and development facility in Ann Arbor has helped to meet many expectations of recent graduates, with not just ample space in labs but also key amenities. This space offers younger employees very cool areas for collaboration and innovative thinking to expand their capabilities for problem solving. WACKER also offers flexible work policies, a robust café, on-site gym, well-being fund, community site programs such as blood donations and volunteer events, and DEI initiatives such as cultural awareness events. WACKER often has openings for 2-year rotations for technical, commercial, and operational positions that many recent graduates find valuable to gain knowledge and experience before moving on to further their education or careers. We expect these postings to be up in Q1 of 2025. Finally, I find that WACKER is more willing to share knowledge and communicate experiences and resources across divisions and locations. It is a very inviting environment, and I feel younger employees like the direct human interaction.