Sika’s global presence and proximity to customers makes it extremely important to understand diverse cultures and share experience across national boundaries. A diverse and inclusive workforce enables a wider talent pool, drives innovation, and enhances profitability and competitiveness. The company’s ambition is to improve gender balance aiming toward equal representation of women at all levels and a steady increase in the share of women in the total workforce.

At courses and seminars, Sika managers are encouraged to give high priority to diversity in team and project planning. More specifically, Sika is committed to:

  • Fight against discrimination based on race, religion, gender, nationality, disability, age, or any other discriminatory characteristic which is of high importance due to its global presence. This is also reflected in a diverse senior management team.
  • Provide equal opportunities for all its employees.
  • Recruit and integrate people with disabilities through improving working conditions. Sika supports non-discriminatory practices in terms of employment, and practices equal opportunities in the recruitment process and in the professional development of its employees.
  • Increase the percentage of women, particularly in sales and management positions.
  • Attract and retain the young generation of employees by means of a strong employer value proposition.
Diversity & Inclusion at Sika

Sika pursues the ambition of an equal representation of women at all levels of the organization. By 2028, Sika aspires to have a share of 30% of women in its entire workforce. The company implements several initiatives which are regularly measured and discussed by Sika’s Global Diversity Steering Committee (GDSC). GDSC’s meetings cover critical topics such as Sika’s Speak-up Culture initiative, awareness raising for bias, and equity analysis to inform company policies. Similar focus groups are operating at the regional and local level.

Sika’s strategy is to attract, engage, and promote more women, particularly in sales. Therefore, recruitment campaigns across various channels are increasingly targeting them and, as part of the Women of Sika (WoS) campaign, an action plan with dedicated toolkits was developed for the organization. At Group level, examples of actions taken so far are the following:

  • Next to building an internal awareness campaign and increasing transparency on Diversity, Equity, and Inclusion (DEI) by means of elaborate and frequent internal reporting, Sika Group is fostering the sharing of best demonstrated practices to enable the organization to learn from each other and benefit from successful initiatives.
  • In the field of talent management, care is taken to have a fair share of female talents reflected in Sika’s internal talent pool as well as for leadership training nominations. 
  • In the area of employer branding, job adverts have been redesigned to reflect a diversity-friendly work environment and employee videos telling “my Sika story” from the perspective of a diverse group of Sika employees have been prepared.