Employee promotion and engagement
Talent development expanded
The topics of “Training and Education” and “Diversity and Equal Opportunity” were identified as material during a stakeholder workshop. SFS covers both of these topics under the broader term of “Employee promotion and engagement”. In the area of “Training and Education”, SFS sees enormous potential in continued support for and the international expansion of both dual-track education and training as well as leadership training. In the area of “Diversity and equal opportunity”, the first step is to create a pool of data that can be compared at the international level in order to deduce where action may be needed and ultimately to be able to define measures and targets.
SFS is heavily involved in training and continuing education. The enormous importance that corporate management attaches to this topic is clearly reflected in the fact that the topic is firmly incorporated into both the corporate strategy and the long-term targets.
SFS’s Corporate Principles are aligned with the values of “Partnership”, “Engagement”, “Success” and others. Achieving those values hinges on having employees with above-average qualifications, commitment and integrity – qualities that can only be facilitated through genuine appreciation, solidarity and fairness. That makes employee satisfaction of pivotal importance to SFS.
The topic of sustainability is becoming an increasingly important priority among employees as well. In the past year, for example, our employees submitted more than 100 ideas for promoting sustainable corporate development. On top of that, people just getting their professional careers off the ground are increasingly interested in finding an employer that enables them to make a positive contribution to the environment, society and the company through their job. For this generation, SFS’s active examination of the broader topic of sustainability boosts its appeal as an employer.
SFS promotes diversity and equal opportunity. The promotion of diversity and the equal treatment of all employees and business partners are important components of our sustainability guidelines and our Code of Conduct. SFS views greater diversity as an opportunity to counteract the shortage of skilled labor and increase the performance of its teams. Neither the Group Executive Board nor the divisional management teams are very diverse yet. As a result, future recruitment activities will attach greater importance to this topic, particularly with respect to the composition of the various teams. That means, given equal qualifications, preference is more likely to be given to women. Additionally, SFS will also deliberately hire more candidates over the age of 50 in order to promote a diverse age structure as well. When selecting participants for leadership training courses, SFS is vigilant about ensuring equal treatment among the regions and divisions. At the same time, a larger number of young managers will be trained in order to lay the cornerstone for greater diversity in management-level positions. Dual-track education and training is also an effective tool for opening up new development opportunities for our talents – regardless of gender or origin – and promoting diversity at the same time.