Our People, Our Priorities
1.800 employees, spread across 18 sites in 12 different countries worldwide, 43% women, 4 generations in ongoing collaborative dialogue. Distinctive characteristics: using their skills, ability to work as a team and passion for their work to make a difference, improving the lives of people with special nutritional needs. This is the picture of our company population, a community of which we are proud and for which we are committed to a healthy and fair working environment.
We are working on implementing a people strategy aimed at building the right work-life balance and a working environment in which every employee feels free to be the best they can be. Flexibility, training and listening are the elements that have always inspired us to create a shared corporate culture.
“Our goal is to respond effectively to the real needs of all employees to improve their wellbeing without having a negative impact on business. Listening to employees’ needs is something we take seriously; it is the way we are able to understand the nuances and, together, to build a working environment where positive energies are released, where personalised, truly useful solutions and initiatives are developed. The production area, in particular, is an important testing ground if we want to be truly innovative and proactive in our HR policies.” These are the words of Christina Auer, Chief People Officer at Dr. Schär, and sum up our commitment.
Corporate welfare is something we have been working on for a long time and in different ways, through the adoption of global policies or pilot projects to be exported and localized to other branches in the future.
- As of 2021, we have a Global Remote Working Policy, which includes agile working and flexible working hours in contracts.
- In Italy and Germany there are services to support parenting, pilot projects which we plan to extend to all locations and production sites in the rest of the world by 2030.
- In some production sites - Italy, Spain and the UK - shift models are in place to help employees better balance work and family life.
Projects on the agenda for 2025 include actions to reduce the gender pay gap and to support and promote female leadership, the launch of specific training programmes for production staff, and the implementation of new procedures in order to streamline and simplify certain processes and reduce work overload.