High occupational health and safety standards ensure the safety, health and wellbeing of our people, our customers and others who attend our sites. We regularly monitor health and safety regulations, industry standards and other best practice to meet our obligations and aim for compliance through regular internal and external audits.
We work diligently to eliminate health and safety hazards and incidents, including those that result in injuries and illnesses. Our “Vision Zero” ambition specifically aims to eliminate adverse events such as workplace accidents and environmental process incidents. We strive for an incident free workplace where workplace injuries, process incidents, or environmental incidents are prevented.
Targets and Progress
Our safety and wellbeing engagement program for CAPAs and near-miss reporting is generated by each of our manufacturing facilities. It drives our identification of safety and workplace-related observations, corrective action closures, and subsequent improvements across our sites.
| |
2025 Target |
2025 Performance |
| Near-miss reporting |
0.5 per FTE |
0.6 per FTE |
| Corrective actions closed |
1.5 per FTE |
2.5 per FTE |
We are committed to fostering a connected and inclusive workplace where people feel valued and inspired. Our Code of Conduct states that we hold a zero-tolerance approach to any discrimination, harassment or bullying for any reason. This also applies to our business partners (both direct and indirect) throughout our supply chain.
Our Inclusion, Diversity and Belonging (IDB) initiative promotes inclusion and reflects diversity across backgrounds, characteristics, preferences, beliefs and perspectives with the goal of ensuring that all our colleagues feel a sense of belonging.
RiseUp@Lonza is a global employee resource group dedicated to bring colleagues together, with the common goal of removing barriers to ensure that no person is disadvantaged because of gender.
Target
To ensure equal opportunity for all employees, regardless of gender.
Progress
Lonza Gender Distribution
|
2023 |
|
2024 |
|
2025 |
|
| |
Female |
Male |
Female |
Male |
Female |
Male |
| New Hires |
40% |
59% |
40% |
59% |
39% |
61% |
| Employees |
37% |
63% |
37% |
63% |
38% |
62% |
| Management |
29% |
71% |
30% |
70% |
30% |
70% |
| Executive Committee Members |
17% |
83% |
25% |
75% |
20% |
80% |
| Board Members |
38% |
63% |
38% |
63% |
30% |
70% |
In many communities, we take on multiple roles: as neighbor, employer, economic contributor and charitable donor to local or global non-profit organizations and educational institutions.
We focus our charitable giving and volunteer activities on projects that align with our selected SDGs, and where we feel that our contributions can make a significant difference. We evaluate the recipients of financial contributions to ensure they promote high standards of ethics and compliance and incur a low proportion of administrative expenses.
While our financial donations are important, our greatest contributions come from our colleagues who give their time to volunteer at projects meaningful to local communities. Each Lonza colleague is granted one day of paid leave each calendar year for volunteering activities.
Progress
We have formed a network of colleagues from larger sites (with more than 100 employees) who meet on a quarterly basis to share best practices and experiences from their volunteering efforts and other community engagement programs
To learn more about our community programs, please view our Sustainability Report.
