Diversity and Equal Opportunity | 103-1, 103-2, 103-3

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

A sustainable HR policy is part of our corporate strategy (“Care” pillar); it conveys goals and establishes common values. It includes the promotion of diversity in the workplace, the decisive promotion of young families through a family-oriented HR policy and enhancing the compatibility of professional and private life (see also 405-1). To this end, in 2017, the Executive Board of Symrise articulated a clear commitment to the advancement of diversity (see the diversity statement of the Executive Board).

We practice our commitment to diversity by implementing specific measures, such as our family-oriented HR policy designed to support young women and their families, the deliberate overrepresentation of women in our Future Generation Leadership Development Program and the targeted hiring of women given the same qualifications.

In parallel, by signing the “Women’s Empowerment Principles,” we have recognized the principles of equal opportunity for women around the world and established them as a guideline for all our managers worldwide. In addition, our Integrated Management System is based on the provisions of the SA 8000 social accountability standard, which is binding throughout the company. This standard is based on the conventions of the International Labor Organization (ILO), the Universal Declaration of Human Rights and the UN Convention on the Rights of the Child. Humane working conditions, decent employment and due consideration for the social aspects of employment are the foundation for how we act at all sites.

We also promote the national and cultural diversity of our country through our at least 70 expatriates who come from foreign countries and work for a period here in Germany. Our organization has 122 expatriates worldwide at the end of 2019.

A focus in the area of “Diversity” in 2019 was the review of the equal treatment of men and women in remuneration (equitable remuneration). At all major corporate locations (Germany, Singapore, USA and Brazil), we have conducted a statistical comparison of the salaries of men and women in the respective country-specific pay categories. In the process, we did not determine any gender-specific discrimination of women. Overall social trends lead to individual differences in the absolute level of remuneration. For example, primarily women work part time and therefore earn less than men who work full time. Women also less frequently pursue careers as chemists, who work for us in production and receive production-specific additional remuneration for shift work, hardship allowances, foremen’s and shift bonuses. As a result, the remuneration of men employed in production is higher than corresponding remuneration for women in the same pay category.

The Boys & Girls Day, which is held annually, will lead in the long term to having young women also choose more technical professions and possibly even be open to production and shift work or engineering careers. A significant increase in female chemists is already evident in our research and development areas.

As part of our managerial development and succession planning, we also develop and encourage women in a targeted manner through coaching and mentoring in order to achieve a higher proportion of women in management positions, including in the Executive Board.