At Stahl, we aim to foster an environment where every employee can thrive, by providing fair wages, essential skills, training, and growth opportunities. This empowers them to contribute meaningfully, grow professionally, and feel valued within our organisation.
Employee engagement: Insights from the People Employee Survey (PES)
An engaged, aligned and well-informed workforce is the starting point for delivering on the company's purpose and strategy. When people are enthusiastic about their roles and willing to go the extra mile, they are more likely to contribute to the organisation’s performance. Engagement is a key indicator of satisfaction, productivity, and retention, but it can also highlight areas for improvement in the employee experience.
Stahl’s 2024 People experience survey measured the effectiveness of actions from the findings of the 2021 and 2023 surveys, respectively.
Diversity, Equity and Inclusion (DEI)
We not only want to keep our people safe but also empower them to be their best. Our workforce is made up of 60 nationalities and a multitude of talents, specialisms and backgrounds, and we believe that a diverse workplace encourages freedom of thought and expression. We leverage the power of this diversity of thought to innovate and generate new ideas.
Celebrating and improving our diversity is an important foundation of Stahl's purpose ‘Touching lives, for a better world’. We want our people to feel welcome, be able to grow and make a difference, and to equip them with the skills and training to reach their full potential. It forms an essential part of our people strategy, which is centred on employee experience, employee engagement and employee value proposition (EVP).
Our dedicated global DEI Steering Committee is responsible for defining Stahl’s DEI strategy, setting targets and KPIs, and facilitating local action. We are supported in our DEI ambitions by Catalyst, a non-profit organisation with a 60-year track record of helping companies achieve their DEI goals and creating workplaces that work for women. The partnership gives our employees access to a range of tools and resources focused on developing awareness, knowledge and skills around gender diversity and other aspects of DEI.
In 2023, we reached an important milestone with the introduction of our first company-wide unconscious bias training for all employees, achieving an 84% completion rate. Over the coming years, we plan to address different aspects of DEI in more depth. In 2024, we will focus on ‘Equity’, followed by ‘Inclusion’ in 2025, and ‘Diversity’ in 2026. The Steering Committee will play a key role in this, together with local DEI representatives.
Living Wage Certification
In August 2024, Stahl was awarded the Living Wage certification by the Fair Wage Network. This important certification recognises our commitment to ensuring that all our employees worldwide receive a wage that allows them to live in dignity and security. It also marks a significant step in our efforts to improve the lives of our employees and their families around the world. As of July 2024, 99.4% of our employees were above the living wage threshold. However, because of our commitment to achieve 100%, we took further action in 2024 to close the gap with the remaining 0.6% of employees.
"A living wage means more than just a pay check: it provides employees with the ability to cover the essential costs of living, such as housing, food, healthcare and education for their children, while still being able to save for the future and participate fully in their communities." - Michele Taraschi, Group Director Human Resources
Governance Statement
Diversity, equity and inclusion: 82% of employees feel fairly treated, a nine-point increase from the 2021 survey.
Engagement: 81% of employees feel motivated to go the extra mile every day, a three-point increase from 2021.
ESG Roadmap: 85% of employees view our business ethics and impact on communities positively, and 84% feel they have the knowledge and skills to positively contribute to Stahl's 2030 ESG Roadmap. While this was a new category in the survey, our score is 5% above the global benchmark set by industry peers.
Leadership Team effectiveness: 75% of employees expressed confidence in the Leadership Team and our business strategy, a five-point increase from 2021.
Overall experience and culture: 82% of employees understand Stahl’s values, a four-point increase from 2021.
Stahl is committed to helping employees improve their skills through a wide range of training and education opportunities. These initiatives strengthen our business while helping our employees build successful long-term careers, both within Stahl and beyond. All Stahl colleagues are offered training through our online learning platform, which provides access to an e-catalogue of training materials on compliance, cybersecurity, diversity, anti-bribery and anti-corruption, and soft skills development.
In 2024, we also continued our global leadership training programme and introduced a Mentoring Program. The Mentoring Program Pilot, which began in April, is designed to support and encourage employees who align with Stahl’s transformation, embody our Key Behaviors, and have the necessary English proficiency to participate effectively. Experienced and respected Stahl employees serve as mentors, providing personalized guidance in a confidential and trusting environment. 13 Mentors and 15 mentees participated.
Training hours completed by Stahl employees are tracked locally by our individual business units, with the total number consolidated at a company-wide level.
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