United under the Sigma Culture

3-3: Organizational culture and work environment

We actively encourage a culture that drives growth by focusing on things that are in our control, encouraging open and timely discussions, break down stereotypes, and uncovering root causes to find solutions. At Sigma, we are more than 45,000 employees in 18 countries. Since 2018, we have collectively built a unique culture where we value our consumers, customers, members of the communities in which we operate and all other stakeholders with whom we interact. We seek to create a space where our employees can develop freely. We will continue to work every day to make Sigma a place that generates value for everyone.

Forming Conscious Leaders

In 2022, we carried out the third edition of the Conscious Leaders program, where more than 1,900 leaders from our organization participated in four modules with 180 internal facilitators to address culture matters.

Key behaviors that we encourage in our employees

Proactive player

Take responsibility and focus on what is under your control.

Learner

Balance confidence and humility when sharing ideas, and inquire about others’ ideas.

Productive requests

Make clear and realistic requests, explaining the purpose, concern, task and expected results.

Honoring commitments

Ensure fulfillment of agreements or renegotiate in a timely manner.

Collaborating effectively

Provide honest and fair feedback, be open and empathic, and understand the needs of the involved parties. Together we can achieve more!

Other ways we strengthen our team are:

• Continuously leveraging our digital training tools.

• Integrating learning communities, which included close to 100 leaders, to share best practices and further promote the Sigma Culture.

• Organizing regional town halls, fostering two-way communication with local leaders.

• Deploying Cultural Dynamics to 11,000+ employees, where we covered our Essential Behaviors and fostered psychological safety within the organization.

• Organizing four webinars, with 1,000+ employee participants each, where organizational leaders shared how they live our culture every day.

The psychological safety promoted by our leaders encourages us to share our opinions and points of view, in addition to creating trust and strengthening the team.

It has been a very enriching experience, where we have been able to share our positive and negative thoughts with the team without ties and in a personal way. It gives you an opportunity to make a personal reflection to improve in the future.

We design training sessions and workshops to improve our meeting and collaboration habits in order to address and prevent cases of work overload. Likewise, we encourage open dialogue to provide support and guidance in these situations.

Tracking progress

We continuously measure our progress in adopting the Sigma Culture through surveys and feedback. For the third consecutive year, we applied the Culture Pulse assessment to more than 4,000 employees, which allowed us to understand our progress and identify areas of opportunity. If we can measure it, we can improve it!

Honoring Champions

Our Culture Recognition program rewards employees who reflect our Essential Behaviors and Principles in exemplary ways. This year, employees nominated more than 4,500 colleagues who live our culture to the fullest, with recognition given to the most outstanding.

Measuring employees’ wellbeing and engagement

Sigma’s Wellbeing Index

We monitor the Wellbeing Index in Mexico, which includes topics such as community, social development, relaxation, diversity and inclusion, physical activity, flexibility, and emotional intelligence, among others. The methodology considers fundamental aspects for employees’ integral development.

Engagement survey

We strengthen our policies and initiatives designed to attract, retain, and develop talent, based on the information gathered through the Employee Engagement survey5 developed by ALFA.

85% of our employees took part in the 2021 - 2022 cycle survey and we achieved an 81% level of commitment.

Work-life balance

In Spain, we formalized our commitment towards balance and diversity with Compromiso Equilibra, which is managed through the EFR (Family-Responsible Company, in English) model from Másfamilia Foundation, holding this certification since 2015.

Our future corporate culture strategy

Continue to develop conscious leadership teams that embrace the behaviors that make us stand out and break down cultural barriers. These efforts strengthen Sigma’s long-term competitiveness.