ACL CEO Miriam Eisenmenger hosted the event at ACL’s Bertrange site, highlighting the company’s dedication to fostering a diverse workplace that reflects Luxembourg’s multicultural society. 

ACL’s workforce includes 206 employees from 11 different countries, with 33% women and 67% men in ACL S.A. and 50% women and 50% men in ACL ASBL. The average age of ACL employees is 39.5 years, and the average tenure is 8 years. Many employees hold dual nationalities, further enriching workplace diversity.

To support women’s career growth and work-life balance, ACL has established the “ACL Network”. This initiative aims to promote diversity and inclusion, define career paths for women, and improve work-life balance. The network also advocates ACL's core values of commitment, mutual aid, impartiality, and respect.

Miriam Eisenmenger stated, "One of our main missions, especially during periods of transformation, is to create a work environment where talents of all ages and genders, regardless of their background and cultural heritage, can utilise their diverse skills. This requires an open and positive corporate culture that promotes values such as commitment, mutual aid, impartiality, and respect.”

“I am convinced that a high degree of staff diversity and exemplary, inspiring leadership will be the foundation of our future successes. Adding diversity, respect, tolerance, and equal opportunities are the essential ingredients for a forward-looking company. I am therefore very pleased to sign the Lëtzebuerg Diversity Charter on behalf of ACL."

ACL’s efforts extend beyond gender diversity. The company has implemented flexible working hours to accommodate the needs of young parents, single-parent families, and caregivers. ACL’s anti-discrimination policy ensures equal treatment for all employees, regardless of their background.

"Diversity goes beyond promoting women”, Miriam Eisenmenger said, “It’s about having the right person at the right time, in the right place, and in the right position - at all levels, regardless of cultural background, gender, or other characteristics." 

ACL has implemented numerous initiatives to integrate diversity into the daily lives of its employees, including:

• Mobility Academy: Fostering a culture of continuous learning, ACL has established an internal "Academy" dedicated to enhancing skills and knowledge. 
• Training Programs: ACL provides diverse training opportunities covering workplace harassment, discrimination, diversity, management, interpersonal skills, and renewable energies. 
• Team Building Initiatives: ACL conducts regular team building sessions to strengthen cohesion and collaboration.
• Awareness Campaigns: ACL actively promotes its values and addresses prejudices and stereotypes within the organisation. 
• Accessible Workplace: ACL has adapted its infrastructure to accommodate individuals with reduced mobility.

ACL collaborates with ADEM for recruitment and regularly supports local associations and sheltered workshops, demonstrating its commitment to social responsibility.

For more information, please visit www.acl.lu or contact ACL at acl@acl.lu