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Why This Is Important to SGS

GRI Content: G4-DMA

Talent acquisition and retention were identified by SGS stakeholders as being material issues for the Company, as defined in our 2016 Business Materiality Matrix.

Our strength lies in our people. In a competitive business environment, our global spread, variety of business lines and approach to sourcing talent locally wherever possible relies on our ability to attract, develop and retain exceptional people from diverse backgrounds, cultures and geographies.

Competition for talent is growing, with companies, industry sectors and markets seeking to attract the same pool of highly skilled people. A feature of this is the increased mobility of highly skilled workers, particularly in science and technology-based industries. The migration of talent plays an important role in shaping skilled labor forces in both developed and developing countries, diffusing knowledge, boosting innovation and enhancing career opportunities locally. The global workforce is also becoming more diversified, with younger workers – millennials – predicted to represent at least one-third of the global workforce by 2020.

Meeting these challenges demands a dynamic talent sourcing strategy, the successful integration of employees from business acquisitions, and processes that are tailored to employees’ needs. 

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