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Work and training

In the mid-term, illness and retirement – both regular and early (mainly for non-managerial employees) – will mean that many vacancies require filling, especially in career paths such as chemical production technician, fitter and engineer.


Over the coming three to five years, it is our aim to establish a company-wide HR and succession planning program for the aforementioned key positions in particular and to review these on an annual basis.


Some of our measures to increase the proportion of women in our workforce are part of the “Xcare” program. They include employer branding activities targeting women and the implementation of objective selection procedures involving systematic multiple review.


Other measures are aimed at promoting regular contact between managers and female employees on parental leave and discussing their plans for returning to work at an early stage.


Sebastian  Röhrig

Sebastian Röhrig
Head of Corporate Responsibility

Phone: +49 221 8885 1099

Fax: +49 221 8885 1769

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