Our Team

SIG – Best place to work

Our goal is to be the best employer in the industry and beyond. We aim to create an environment where each of our approximately 5,500 employees worldwide is engaged in the business, fairly rewarded and recognised for the work that they do, given equal opportunities regardless of their background and able to develop their full potential.

Talent Development

Our Company offers a vast range of positions, which are as individual as our people. We aim to match the skills of each employee to the opportunities within the Company and to continuously improve the way we address employee needs. We undertake to give every employee the chance to take part in internal or external training programmes, and training requirements are identified as part of the yearly review process. Our training concept consists of culture and leadership plus expert knowledge and regional basic know-how offerings. The Leadership Campus teaches the SIG Leadership Model so that transformational leadership becomes our common leadership philosophy.

Employee reward and recognition

To increase employee motivation and our attractiveness as an employer, we ensure that performance is recognised and rewarded in a fair and transparent manner. It is our policy to remunerate employees in line with existing market practice. We benchmark our remuneration approach against other companies to ensure that our remuneration packages are competitive in each of our markets. Pay is and will remain linked to performance. In addition we will align shareholder interests and broader employee compensation through a broader employee share plan.

Employee engagement

By creating an engaging and energising working environment, we aim to enable our employees to unfold their full potential and to improve their workplace experience. By listening to them and responding to their views, we help to sustain high levels of job satisfaction.

To further foster engagement, we give our employees a voice in our biennial Employee Engagement Survey and in the implementation of concrete improvement measures in their area of responsibility, scope of influence and direct working and team environment. In the last survey conducted in 2018, our net promoter score significantly improved.

Over the past three years, we have responded to employee feedback by focusing on the way we lead, innovate and manage change. Our “C Time” and “T with the C” meetings give employees an opportunity to hear from our CEO and other C-suite executives directly, and to ask about the issues that matter the most to them. Quarterly team meetings, with video messages from the CEO, are designed to improve engagement and understanding of the company strategy.

Employment and labour rights

The SIG Code of Conduct addresses ethical and legal principles in general, whilst the SIG Business Ethics Code sets out more specific principles regarding employment and labour rights. Employees are encouraged to report any violation of the principles through the SIG Ethics & Compliance Hotline or any available channel. As part of our Sedex (Supplier Ethical Data Exchange) membership, all our production sites undergo SMETA (Sedex Members Ethical Trade Audit) four pillar audits on a regular basis.

Diversity and equal opportunities

Diversity and inclusion has increased in importance for our business and our stakeholders. We are establishing a diversity and inclusion strategy with an overarching vision and governance, as well as a dashboard allowing us to identify opportunities and set targets to measure our progress in creating a diverse and inclusive culture. Our aim is to prevent discrimination on any grounds and to create an inclusive workplace where a range of nationalities and cultures are represented, and where there are equal professional opportunities regardless of gender, age or disability. In our last Employee Engagement Survey, the vast majority agreed that people are treated fairly at SIG regardless of their gender, nationality or ethnic background.