DISCLOSURE 103-1: EXPLANATION OF THE MATERIAL TOPIC AND ITS BOUNDARY
Sika is a very diverse company from a nationality and age perspective. 46 nationalities are represented within our Sika Senior Management Group. The overall percentage of female employees, while in line with other industrial companies, is still lower than targeted figures with an organic slight increase to 23.1% (23.0% in 2019), against an overall slight decrease to 22.8%, due to a negative acquisition impact (average 12% woman in acquired companies).
DISCLOSURE 103-2: THE MANAGEMENT APPROACH AND ITS COMPONENTS
Sika actively promotes a recruitment policy aimed at achieving a diversified and inclusive workforce.
The long-term employee prospects and the corporate culture of empowerment and respect are among the reasons behind Sika’s low employee turnover rate of 6.4% (2019: 6.0%) and high engagement.
Sika is strongly committed to improve its gender balance at all hierarchical levels and supported several initiatives during the period under review to improve the quota of women in the company. A clear focus of Sika’s strategy is to recruit and promote more women, particularly in sales. Recruitment campaigns in various channels are increasingly targeting women.
Sika is further enhancing its reputation as an employer of choice. The external recruitment strategy is aimed predominantly at hiring and developing young talents, improving gender balance, and attracting more candidates from emerging economies.
DISCLOSURE 103-3: EVALUATION OF THE MANAGEMENT APPROACH
Sika evaluates its management approach through “Monitoring”: Sika monitors its performance regarding new employee hires and employee turnover in regular reporting cycles