How can you tell whether a company is truly a great place to work? To find out, the most valuable perspective is that of the people who experience it every day. It is not enough for the employer to say so.
This is the principle behind Great Place to Work, the international certification that measures trust, pride, and team spirit within organizations through a confidential survey completed by employees.
In 2026, De Nora took part for the second year with all its global locations involved: six countries renewed their certification, and in Italy the company was included in the Best Workplaces™ for Blue Collar ranking. Beyond these achievements, however, there is an even more meaningful aspect: what emerges from listening and takes shape after the survey.
Let's take a closer look.
Would you like to receive updates from De Nora? Subscribe to our newsletter!
1. What is the Great Place to Work certification?
For more than thirty years, Great Place to Work has been studying what makes an organization a great workplace. Its model is used by more than 22,000 organizations across over 180 countries and has involved more than 20 million people worldwide over time.
At the core of the certification is the Trust Index™, an anonymous and confidential survey that each participant completes independently. The index includes 60 statements and 2 open-ended questions and measures five dimensions: credibility, respect, and fairness, related to leadership behavior, and pride and sense of belonging, which reflect employees’ day-to-day experience with colleagues and the organization.
One aspect makes this process particularly distinctive: the certification cannot be purchased or simply requested. It is awarded only when employee responses exceed the threshold set by Great Place to Work for each country. For this reason, it is valid for twelve months and must be earned again each year.
2. De Nora’s Great Place to Work Journey and the 2026 Edition
De Nora's journey with Great Place to Work began in Italy in 2023, two editions earlier than in the other countries. Since 2025, the survey has become global, involving all Group locations worldwide. In September 2026, the second global edition was conducted across ten countries, from Brazil to Japan.
The 2026 results confirmed those of the previous year. Six countries once again achieved Great Place to Work certification:
-
Italy, participating since 2023;
-
United States;
-
China;
-
India;
-
Singapore;
-
United Arab Emirates.
Each country has its own certification threshold, established by Great Place to Work according to the local context. Reaching it for the first time is a significant achievement; maintaining it for two consecutive years across six different countries suggests the presence of shared values and cultural strengths that transcend geographical and cultural differences.
Certification was not the only recognition received. Each year, Great Place to Work Italy also publishes the Best Workplaces™ rankings, recognizing organizations that stand out the most. In 2026, De Nora was included in the Best Workplaces™ for Blue Collar ranking, dedicated to organizations that provide a high-quality work experience for operational roles.
For De Nora, this recognition is particularly meaningful. People working in production represent a key driving force of the Group and contribute every day through their expertise and experience. Being recognized as a great workplace for them as well is therefore a source of great pride.
3. 2026 Survey Insights: What makes us a Great Place to Work
For us at De Nora, there is one result that holds a value comparable to the certification itself: participation.
In 2026, 90% of invited employees worldwide completed the survey, compared with 88% in 2025. In six out of ten countries, participation exceeded 90%.
The results therefore provide a broad perspective, representing the voice of nearly everyone who works at De Nora. This high level of participation is what makes the survey a valuable tool not only for understanding the employee experience but also for guiding future action plans.
The survey offers detailed insights by country and function. However, some themes emerge clearly across the entire Group and remain consistent over time.
Among the strongest areas are respect and fair treatment of people: nearly nine out of ten respondents say they are treated fairly regardless of ethnicity or sexual orientation, while more than eight out of ten report fair treatment regardless of gender. Equally strong is the perception of physical workplace safety, a topic that we see as a shared responsibility for everyone.
Aspects related to trust and autonomy also continue to score highly. Employees report having a high degree of responsibility, being able to take time off when needed, and being encouraged to balance work and personal life, in line with our approach to work-life blend. New hires also report feeling welcomed from day one.
Another significant finding is that nearly eight out of ten employees say they trust senior leadership, while around three out of four report having real opportunities to innovate in their work. These insights are particularly meaningful in an industrial environment, highlighting a workplace where autonomy, trust, and new ideas are encouraged and supported.
4. More than a Survey: When listening turns into action
A certification makes an achievement visible. Listening, however, reaches its full value when it helps identify areas for improvement and translates into concrete actions.
For De Nora, Great Place to Work is not just a survey but a structured listening opportunity. And it is not the only one. Alongside it is WeDN, our internal employee engagement survey. The two tools complement one another: one looks at the organization through an international benchmark, while the other explores issues that are more specific to our reality.
The process is simple and practical. After every survey, whether internal or Great Place to Work, action plans are developed based on the results. These plans are defined every six months and their implementation is regularly monitored, ensuring that feedback does not remain on paper.
This creates a continuous cycle: listening, action, and listening again. It is also one of the ways in which participative leadership takes shape at De Nora.
One specific element makes this approach even more concrete: each year, the Great Place to Work survey asks employees whether improvement plans have been implemented following previous surveys. It is a reminder that listening also means taking responsibility for acting on what has been shared.
For De Nora, therefore, Great Place to Work certification is a starting point.
Six countries renewed their certification, Italy entered a ranking dedicated to the quality of the professional experience of operational employees, and nine out of ten people chose to make their voice heard.
What connects these results is a shared approach: listening to people, carefully understanding what emerges, and turning feedback into action.
Because a great workplace is not defined once and for all. It is built day after day, together.
