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Safety, Health, and Well-Being

We have great people at AmSty and want to promote their safety, health, and wellness. This care for our employees starts with setting a clear expectation in our Code of Conduct that safety begins with each individual and their responsibility to follow work rules and procedures to avoid unsafe acts and conditions. Coupled with clear expectations for leaders to be visible models of safe behavior and accountable for their teams’ safety performance, we set the right tone that we work safely or not at all.

We look beyond immediate job tasks to support the health and wellness of employees through a variety of approaches. The workplace is engineered to reduce noise levels and other risk factors. We provide health insurance plans to promote preventive care and offer broad access to medical care, onsite health events for vaccinations and cancer awareness, and an Employee Assistance Program (EAP) to support mental health. We also offer memberships and programs to help employees meet their fitness and wellness goals.

A male employee in personal protective equipment adjusts a dial on a machine
A man wearing a hard hat and gloves works on equipment

Diversity, Equity, and Inclusion

We work to stimulate an atmosphere that encourages our employees and supply chain partners to bring their varied perspectives, experiences, and talents to the table. With operations and markets across the Americas, our diverse workforce is highly motivated to serve a diverse group of customers. We provide equal access and inclusive policies as an Equal Opportunity Employer, regardless of age, race, color, national origin, sexual orientation, gender, disability, or religion.

We support ongoing efforts to include and engage employees not only in their jobs, but also in their areas of interest. For example, we support employee-led interest groups to help increase cultural awareness in the workplace. These groups focus on a variety of topics of interest to our employees, including community involvement, health and wellness, new hire welcomes, social events, diversity, equity, and inclusion, and more. We also commit time and resources to keep employees informed of important work topics and trends to empower them to confidently discuss these topics in their social networks.

AmSty embraces a culture where people feel valued, respected, and included.
AmSty Employee Diversity
Hispanic or Latino
Black or African American
Two or More Races
Native Hawaiian or Other Pacific Islander
  • 63% White
  • 24% Hispanic or Latino
  • 10% Black or African American
  • 2% Asian
  • 1% Two or More Races
  • 0.21% Native Hawaiian or Other Pacific Islander
AmSty Employee Gender
  • 79% Male
  • 21% Female
AmSty Years of Service
<10 Years
10–20 Years
21–30 Years
>30 Years
  • <10 Years: 63%
  • 10–20 Years: 14%
  • 21–30 Years: 8%
  • >30 Years: 15%
Two employees hold foam coffee cups while seated in a break room
A man and woman stand in a hallway looking at documents

Talent Management and Development

Employee focus is one of our core values. We need to hire, develop, and retain top talent to sustain our business and meet the needs of our customers. Foundationally, this starts with making AmSty an attractive place to work so that we can recruit the best and brightest to join our team. We care about work-life balance and the personal and professional growth of our employees. We invest in training to ensure our employees can safely fulfill their job roles.

Our training program is robust and incorporates a variety of approaches to bring new employees up-to-speed, while also helping longer-tenured employees keep their skills current. This includes a personalized training profile for each employee based on their role and location, computer-based training modules, on-the-job training with managers, rotations through different assignments, and training workshops.

An older employee shows documents to a younger employee

Our Polystyrene Trainers Network, which is made up of employees who serve as technical advisors and bring extensive experience and knowledge about operations, helps inform our operator qualification processes. New operators in polystyrene sites must go through a rigorous multi-step process to achieve full qualification to perform every activity safely and reliably in operations.

Throughout the year, we offer optional learning sessions to employees on various topics like project management, team building, communications skills, and others. In addition, employees are provided opportunities to learn about other areas of the AmSty business, like supply chain and logistics, and about topics that impact the larger organization and society, such as our sustainability initiatives. Occasionally, employees will also get the opportunity to visit other companies and industries to benefit from best practice sharing on a variety of topics like safety, supply chain, logistics, and environmental excellence.