Sika’s success is based on the expertise and entrepreneurial spirit of its employees. Decisionsand responsibilities are delegated to the appropriate level of competence. Employee training and development is given a high priority. Sika aims to provide training for all employees, to develop tomorrow’s leaders, and to focus on promoting internal candidates.

Management Development

Sika gives preference to internal candidates for specialist and management appointments. In the last three years, for example, Sika‘s senior management roles have almost all been filled internally. The long-term nature of our employees' career prospects is one reason why the voluntary labor turnover rate is just 6.6% (6.3% in 2014).

Training and Development

Sika is proud to have a large number of long-serving employees. It sets great store by employees who stay with the company and share their know-how and experience for as long as possible. Sika regards internal and external training courses as key development tools for its more than 17,000 employees. The company also encourages more extensive training programs. Through its partnerships with distinguished universities, Sika is able to ensure that the training it provides incorporates the latest industry trends and technological developments.

In the year under review Sika spent approximately CHF 11.1 million (previous year: CHF 8.3 million) on staff development. The aim is to provide at least ten hours training per year for each employee. In 2015, this figure stood at 11.9 hours (2014: 11.4 hours).

Sika Business School

The Sika Business School offers programs in the areas of management development and talent development. In the year under review, the school ran 12 courses for junior managers. Sika continued its partnership with the International Institute for Management Development (IMD) in Lausanne (Switzerland). Amongst other things, over 120 senior managers took part in a training course on leadership and strategy.

The Sika Business School also places particular emphasis on the area of sales and marketing, offering numerous courses to develop the sales force. Furthermore, many training courses on Sika products and their applications take place at local and regional level. The company‘s expertise in advising customers is thus fostered worldwide.


The number of employees in 2015 rose 2.3% under review to 17,281 (previous year: 16,895). The challenging economic situation in some emerging markets contributed to the fact that headcount in Latin America and Asia did not grow as fast as in previous years and even fell slightly in a few countries.

The regional distribution of Sika employees is as follows:

  • EMEA: 9,079 (previous year: 8,708),
  • North America: 1,653 (previous year: 1,488),
  • Latin America: 2,437 (previous year: 2,609),
  • Asia/Pacific: 4,112 (previous year: 4,090).

The age structure at Sika is broadly balanced: 16% of employees are under 30 years of age and 21% over 50. Sika wants to offer its staff long-term prospects with the company. Over 95% of employees have permanent employment contracts. Together, all Sika employees generated a net added value of CHF 1,755 million in 2015 (previous year: CHF 1,715 million). This corresponds to a net added value per employee of CHF 103,000 (previous year: CHF 103,000). 

Labour and Social Standards

Sika companies and their employees comply with global and local labor and social standards. Furthermore, all employees are bound by the Sika Code of Conduct, regardless of where they work and in which function. The Sika Code of Conduct is binding even in cases where local laws are less stringent. In addition, as a signatory of the UN Global Compact, Sika prepares its reporting in accordance with the GRI G4 guidelines. To ensure that the interests of all stakeholders are represented and to rearm our commitment, Sika is also a member of the World Council for Sustainable Development.

The Sika Code of Conduct protects and ensures compliance with human rights. The company respects the right to freedom of association. However, it must be noted that Sika also operates in countries where the right to freedom of assembly and collective bargaining are restricted by national legislation. Sika tolerates neither child labor nor any type of slavery and observes all laws and guidelines in respect of discrimination in any form.

Sika actively promotes a recruitment policy aimed at achieving a diversified workforce. Chapter 9 of Sika’s Code of Conduct establishes a zero tolerance approach to harassment and discrimination in the workplace. Every year around 20 internal audits and 10 external audits are conducted, corresponding to some 20% of all Sika national subsidiaries. Among other things, these audits ensure compliance with the applicable labor and social standards.