Employment | 103-1, 103-2, 103-3

Management Approach 2016 (Disclosure 103-1, 103-2, 103-3)

Symrise has defined its human capital strategy, which is part of the company’s sustainability strategy and integrated in the Symrise sustainability strategy under the “Care” pillar. One aspect of the “Care” pillar is the consistent orientation of HR policy on Symrise as a preferred employer (employer-of-choice strategy). In the course of this process, we have focused our HR policy on five main areas:

  1. Establishing a flexible, innovative and family-oriented work environment
  2. Creating a transparent, fair and motivating remuneration policy
  3. Offering attractive benefits such as a company retirement plan and a health management program
  4. Furthering professional advancement, development and talent management.
  5. Creating a company culture and leadership culture that will increase employee loyalty.

This HR policy strives to create an environment for our employees in which they can realize their full potential and develop professionally. The goals we have taken on extend from ensuring a safe and healthy work environment with proactive in-house health management to an equitable remuneration policy with a variable, incentive-based component(see the job grade concept including a component geared toward performance).

Like other companies, we also have to tackle the task of positioning ourselves as an appealing company in regard to demographic changes. This includes a high initial training rate of around 5 % apprentices as a percentage of our German workforce. In order to qualify our next generation of managers, we regularly conduct what we call the Future Generation Leadership Development Program. In 2019, 25 participants of the Future Generation Program participated in a strategy and leadership training designed by a renowned business school with Symrise.

We pay attention to a high participation rate of women (at least 40 % of participants) in order to specifically promote the proportion of female senior executives in our organization.

We view the participation of employees in corporate development in the form of employee engagement surveys (see above the evaluation of the results of the Fragrances survey 2019: GRI 103) as an important component of participatory management, making us an employer of choice.