Diversity and Equal Opportunity | 405-1

Diversity of governance bodies and employees

Symrise consciously embraces an HR policy that views diversity in the workplace as a benefit to creativity and integrity. This is why we have committed ourselves to several Group-wide projects that promote diversity. This means that at least 40 % of the participants in our Future Generation Leadership Development Program must be female. Our objective is to qualify women for management positions. In addition, we provide targeted support to individual women in senior leadership positions through mentoring in order to prepare them for executive positions. By 2025, we aim to have at least 25 % women at the first global management level directly below the Executive Board, while the second global management level should consist of at least 40 % women. The share of women at the first level of management beneath the Executive Board amounted to 24 % in 2019. At the second level of management it amounted to 41 %.

For the Executive Board, Symrise AG aims to achieve a 20 % share of women in the long term. Measures related to specific persons have been agreed between the Supervisory Board and the Executive Board to promote potential candidates. Nevertheless, we must respect current employment contracts and ensure continuity in the Executive Board. The current members of the Executive Board have contracts that extend into the years 2021 to 2024.

Our annual diversity data reporting, which takes into account our large sites and thereby about 76 % of our workforce (about 7,520 employees), documents the progress of our HR diversity policies.

According to the latest diversity report, women make up 39 % of our workforce today. When it comes to new hires from outside the company, women are well represented with 45 % of total new hires. In our fragrances area, the share of newly employed women is disproportionately high at 51 %, in the area of flavors and food supplement 43 %.

Gender diversity is also evident in our internal promotions. Women account for 47 % of all promotions. Our fragrances area also stands out here with an above-average share of 56 %, and in the Flavor & Nutrition segment it is 43 %.

Across all levels of the company, the share of women in management functions worldwide is around 43 %, 51 % for the Scent & Care segment and 45 % for the Flavor & Nutrition segment. This trend gives us confidence that we will be able to reach the goals we have set for the medium term.

In our efforts to promote international diversity, we always strive to have internationally mixed teams when training our managers. Our executive ranks include Jean-Yves Parisot, from France, who represents the Nutrition segment in the Executive Board of Symrise AG. All other Executive Board members have distinct international management experience as a result of working abroad for many years. As a member of the Executive Board for our Scent & Care segment, Achim Daub is based in the USA, where important major customers have their purchasing area and which, following our acquisition of Renessenz, has been crucial to our backward integration of fragrance raw materials.

Even though Symrise remains a German company, we recognize the increasing importance of international diversity. After our percentage of approximately 28 % German employees, our French employees make up the second largest employee group at 16 %, which is unchanged from the previous year. The percentage of American employees is also 16 %. We have seen a marked increase in the share of our Spanish-speaking employees from Latin America, primarily Mexico and Ecuador. This population now makes up just over 13 % of our workforce. Our Brazilian employees constitute 7 % of the total workforce, unchanged since the previous ear, while Chinese employees amount to 6 %.

Global Share of Women in Management Positions at Symrise

2016 Share 2017 Share 2018 Share 2019 Share
Share of women in total workforce worldwide 3,426 38.3 % 3,597 38.7 % 3,806 39.3 % 4,059 38.5 %
Share of women in upper management worldwide 16 21 % 20 30.8 % 22 33 % 25 32.5 %

Basis: Fixed-term and permanent employees, not including apprentices, as of December 31 of the respective year. Definition of upper management: all employees worldwide who are employed in the first three management levels, including the Executive Board.

Employee Categories According to Gender in Germany

2016 Share 2017 Share 2018 Share 2019 Share
Manager
Men 299 73.6 % 304 72.0 % 313 71.8 % 312 70.3 %
Woman 107 26.4 % 118 28.0 % 123 28.2 % 132 29.7 %
Total 406 100 % 422 100 % 436 100 % 444 100.0 %
Non-manager
Men 1,515 65.3 % 1,571 65.8 % 1,589 64.9 % 1,606 65.1 %
Woman 805 34.7 % 816 34.2 % 859 35.1 % 861 34.9 %
Total 2,320 100 % 2,387 100 % 2,448 100.0 % 2,467 100.0 %
Total workforce
Men 1,814 66.5 % 1,875 66.7 % 1,902 66.0 % 1,918 65.1 %
Woman 912 33.5 % 934 33.2 % 982 34.0 % 993 34.9 %
Total 2,726 100.0 % 2,809 100.0 % 2,884 100.0 % 2,911 100.0 %

Definition: Managers, including junior managers, defined as non-tariff employees or managerial employees.
Basis: Employee figures, not including apprentices and temporary workers, as of December 31 of the respective year.

Employee Categories According to Age in Germany

2016 2017 2018 2019
Age Manager Non-manager Manager Non-manager Manager Non-manager Manager Non-manager
20 — 29 0.2 % 16.0 % 0.2 % 17.3 % 0.0 % 17.4 % 0.0 % 17.5 %
30 — 39 13.8 % 21.1 % 15.8 % 20.3 % 14.0 % 20.8 % 13.7 % 20.8 %
40 — 49 33.5 % 27.5 % 29.9 % 27.6 % 29.1 % 25.7 % 27.5 % 25.0 %
50 — 59 42.6 % 28.8 % 44.1 % 28.8 % 45.2 % 29.1 % 49.8 % 31.5 %
>= 60 9.9 % 6.6 % 10.0 % 6.0 % 11.7 % 7.1 % 9.0 % 5.1 %
Total 100.0 % 100.0 % 100.0 % 100.0 % 100.0 % 100.0 % 100.0 % 100.0 %

Definition: Managers, including junior managers, defined as non-tariff employees or managerial employees, as of December 31 of the respective year.

Composition of the Executive and Supervisory Boards According to Gender

Executive Board Share Supervisory Board Share
Men 5 100 % 8 67 %
Women 0 0 % 4 33 %
Total 5 100 % 12 100 %

As of December 31, 2019

Composition of the Executive and Supervisory Boards According to Age

Executive Board Share Supervisory Board Share
30 or younger 0 0 % 0 0%
30–50 years 0 0 % 3 25 %
>=50 5 100 % 9 75 %
Total 5 100 % 12 100 %

As of December 31, 2019