Diversity, equity and inclusion

As key players in society, companies are called upon to put diversity, equity, inclusion and solidarity into practice. We view it as crucial to promote diversity, equity and inclusion at all levels of our hierarchy. Vetropack understands equity as meaning fair and just treatment for people from different socio-economic backgrounds so that every employee is entitled to the opportunity to develop. Equity also means that as a company, Vetropack responds to our employees’ varying needs, addresses any inequalities, and pays fair salaries.

In these ways, we strengthen our culture and create working conditions that are free from discrimination. By doing so, we boost our employees’ motivation, engagement and capacity to perform. A diverse workforce is also central to a company’s ongoing success in this era of rapidly changing conditions and the challenges associated with these changes. Diversity, equity and inclusion open the way to flexibility, adaptability and the willingness to think innovatively, to learn, and to operate in a dynamic and sometimes uncertain environment. Thanks to this approach, a diverse workforce contributes to the company’s long-term success in an atmosphere characterised by equity, inclusion and solidarity. Without a clear strategy to promote diversity, equity and inclusion, Vetropack would lose key talents to competitors – resulting in financial losses and a negative impact on our commitment to sustainability.

Core element of our Employer of Choice strategy

Promoting diversity, equity and inclusion is a cornerstone of Vetropack’s Employer of Choice strategy. This strategy aims to ensure the wellbeing of all employees, and to enable them to develop and engage. You can find more information about Employer of Choice in the section on Employee satisfaction. We collect input on the actions needed to ensure diversity, equity and inclusion in the course of our engagement surveys.

Performance Management tool promotes equity

The SAP SuccessFactors tool supports the standardisation of HR processes. Since 2023, we have been using the Performance Management module to ensure transparent handling of employee interviews and the goal-setting process. This promotes equity, because the tool ensures highly transparent HR processes and maps relevant KPIs. For example: it enables us to set standardised performance goals that are both fair and comparable. You can read more about this in the section on Employee satisfaction.

Recruitment and promotion guidelines

Our recruitment and promotion guidelines encourage transparent, objective and fair processes for recruiting new employees, and they help us with the decision-making process for promotions. In particular, filling of ‘critical’ positions has to be based on objective and standardised criteria. The guidelines support unbiased appointments to new positions in accordance with Vetropack’s values. We always advertise vacant positions internally so as to give our employees the chance to continue their development within our company. Transparent feedback on all applications is our standard practice.

Measuring diversity, equity and inclusion

To check whether our strategy to promote diversity, equity and inclusion is effective, we conduct regular employee engagement surveys and determine various key HR indicators which we track in the form of dashboards. As well as ensuring that our external communication to our stakeholders is transparent, these inputs help us to track internal trends regarding diversity, equity and inclusion. Examples of key indicators include: employee turnover by age, gender, department, hierarchical level; new appointments; promotions; salary distribution; number of different nationalities; and turnover within the first two years.

Equal pay

For Vetropack, equal pay means that individuals receive the same remuneration for identical work, regardless of their gender or nationality. Pay must not depend on attributes that are not related to performance. Equal pay is a fundamental principle when it comes to preventing discrimination at the workplace. Thanks to a transparent evaluation system, Vetropack implements a Group-wide approach to ensuring fair and equal remuneration. This system is based on accountability, independence and objective criteria. Equal pay for equal work provides the foundation for equal opportunities. The equal pay analysis undertaken by external experts proves that Vetropack complies with this principle in Switzerland. Vetropack is also aiming to obtain similar certifications for other locations going forward.

Training on diversity and inclusion

We are committed to providing systematic training for our managers and leaders on the issues of diversity, equal opportunities and inclusion. A special module has been incorporated into the Vetrocademy Leadership Programme for this purpose.

Guidelines, policies, supervisory and control instruments

• Code of Conduct
• Business Ethics Policy (BEP)
• Employee surveys conducted
• Recruitment Guidelines
• Promotion Guidelines
• Pay evaluation system
• Job evaluation systems

Progress and events in the reporting year

Contribution to achieving the SDGs

Here at Vetropack, we pay particularly close attention to equal opportunities. By promoting diversity, equality and inclusion, we strengthen our corporate culture and – what is more – we play our part in reducing human conflicts. Vetropack ensures fair and equal pay based on the systematic pay evaluation scheme.

Performance indicators

GRI 406-1 Incidents of discrimination and corrective actions taken

There were no cases of discrimination reported in 2023.

Diversity by age and position