Professional development

3-3: Employee training and development || 404-1

SDG 4: Goals 4.3, 4.4, 4.5, 4.6, 4.7

The holistic development of our team through ongoing training and growth plans is a key component to achieving Sigma’s long-term goals. Increase in the number of training hours per employee (compared to 2018).

Progress: 67%

Training and professional development

We are convinced of the individual and collective benefits of continuous learning for our employees. For this reason, during 2022 we invested more than US$3.9 million in training and development initiatives. We provide tools that cover everything from reinforcing specific topics to comprehensive training programs. These address local priorities while considering each region’s growth plans and specific needs. We believe that professional development is a shared responsibility among employees, their leaders, and the human capital department. We also provided scholarships to 104 employees in all our Organizational Units to support their professional or graduate studies.

Surpassing the 2025 goal

404-1

We achieved an average of 30 hours of training per employee, surpassing the goal of 20 hours per year by 2025.

Young Talent

Through the Young Talent program, we focus on integrating recent graduates into Sigma. These high potential youth begin their professional careers by rotating through various areas of the company, gaining knowledge that allows them to have a comprehensive understanding of the company. They then join a team and continue their professional trajectory within Sigma. The most recent Young Talent generation was part of 12 projects in four countries during the last two years.

360° Feedback

Effective feedback for our employees is an important component of development. We have regular feedback mechanisms from leaders and teammates. This effort helps identify areas where each individual can improve and contributes to the creation of a constantly growing team.

The future of our training strategy

We will continue to promote learning through new methodologies and technological tools that enable employee development in a flexible and inclusive context, focused on wellbeing and with a sustainable approach.

2022 Initiatives

Alchemy platform

In the United States, we reinforced technical training for front-line employees through the Alchemy platform. This platform unifies quality, safety, and hygiene concepts within the training’s content. This project’s strong results and the quality of the platform’s content have allowed us to consider taking it to other regions.

LinkedIn licensing

We concluded a global licensing agreement with LinkedIn that will allow us to develop knowledge and skills primarily for administrative employees. Around 1,000 licenses were purchased globally covering topics ranging from technical training in software development to the strengthening of soft skills such as communication, team management, leadership, among others.

Forums

During 2022, 10 forums were organized to address innovation, sustainability, and organizational culture as part of this year’s training program. In addition, training sessions on unconscious biases were held in all Organizational Units to promote diversity, equity, and inclusion.