You mention teams, and one of the goals here is to create more diversity. How do you plan to achieve that?
For us, it is very clear that diversity – of gender, age, disability, sexual orientation, ethnic background, religion and world view – is important and must be promoted. In the future, we want to create more diverse groups and more positions for people with disabilities and continue to deal with the topic that has received the most public attention: the advancement of women. By 2025, the share of women at the first level of management should be 30 %, and 45 % at the second level.
In the previous year, you launched the new Symsafe occupational safety campaign. Why is that necessary?
When it comes to occupational safety, there is room for improvement at Symrise. In 2021, we recorded a MAQ value of 3.8, which equals the number of work accidents with at least one lost day per million work hours. Our target is less than 1.5. In Germany alone, we recorded 270 accidents. Luckily, they were mostly accidents such as stumbling, falling or cutting. But any accident could end with serious or permanent injuries. For us as a company, that is unacceptable – our employees should be able to return home as healthy as when they arrived to work.
Why are the numbers so high?
It is due to a combination of factors. One of them certainly is our rapid growth dynamic, in the wake of which we opened new production facilities or, in some cases, had to work on weekends or special shifts. It also has to do with individual behavior, lack of attention or the typical attitude of “I’ll be fine.” Symsafe therefore focuses on finding ways for us and employees to identify and avoid risks, be more attentive, share knowledge and introduce control mechanisms in many more areas.