Our people are central to the success of our business. We provide safe workplaces, care for wellbeing and encourage their involvement in creating a positive and inclusive working environment and culture.
Our Focus Areas
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 across backgrounds, characteristics, preferences, beliefs and perspectives with the goal of ensuring that all of our colleagues feel a sense of belonging. Composed of volunteers across functions, platforms and sites, the IDB Council works to devise and manage inclusion-based programs and share knowledge, insights and experiences across our network. We have a global community of colleagues who volunteer as site ambassadors supported by a cross-functional steering committee to represent IDB at the EC and Board level.
RiseUp@Lonza – a global employee resource group with the common goal of removing barriers to ensure that no person is disadvantaged because of gender – was financially and logistically supported by Lonza in 2025. The business sponsored the platform for the RiseUp mentoring program and encouraged all colleagues to join global RiseUp events. Membership in RiseUp@Lonza is open to everyone as are its events.
Pay equity is the foundation of our global reward policies and practices. Lonza is committed to ensuring compliance with pay transparency and pay equity laws across Europe, the UK, Switzerland and the US (including Equal Pay reporting under the Art 13a of the Swiss Federal Act on Gender Equality and the UK Gender Pay Reporting requirements). In line with local regulations, we regularly review and adjust our compensation structures to promote fairness and eliminate any unjustified pay gaps (i.e., those not explained by merit or other nondiscriminatory factors), ensuring that employees performing similar roles with comparable experience are compensated equitably. We have comprehensive reporting mechanisms to meet legal requirements, including gender pay gap disclosures and salary audits. Through these measures, we uphold our dedication to inclusion and fairness for all in the workplace. Total Reward Education, including bias-free pay decision-making is also a foundational pillar to support Lonza’s Pay Transparency and Pay Equity agenda.
Target
To ensure equal opportunity for all employees, regardless of gender.
Progress
We continue to make progress on the SDG 5 (Gender Equality) roadmap, demonstrating our commitment to ensure nondiscrimination and equal opportunity for all employees, regardless of gender. We have initiatives in place to build a strong pipeline of talented and qualified men and women in leadership positions. In 2025, we continued our membership of Advance Switzerland, a network of Swiss companies committed to increasing the proportion of women in management where permitted by local law.
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
Supporting health and humanitarian organizations
Project HOPE is a global health and humanitarian organization that provides direct healthcare services, equips clinics and hospitals, educates local healthcare workers and helps people access the healthcare services they need. Project HOPE utilizes its funding to support those impacted by emergencies and natural disasters where the need is greatest, such as mothers and children, refugees and migrants.
We continue to support various national and local organizations including the Swiss Red Cross and the American Red Cross. Our contribution to the Swiss Red Cross supports its individual assistance program, which helps cover the healthcare costs of people in need. Our contribution to the American Red Cross supports disaster relief efforts, including crises caused by severe weather events, enabling the organization to prepare for, respond to, and help people recover from such events. In addition, our support for the organization's blood services enables the collection, testing, typing, and distribution of blood products to those in need.
We support the Swiss Cancer Foundation (SCF), which brings businesses and individuals together in the fight against cancer. The SCF aids institutions and organizations such as Krebsliga Schweiz and Stiftung Krebsforschung Schweiz by supporting innovative research, prevention and treatment projects to improve the life and health of cancer patients. Since 2019, we have contributed to SCF projects including the development of a centralized digital platform to provide crucial information in the diagnosis and treatment of patients, as well as a research project exploring new treatment options with immunotherapy. We remain committed to continuing our support of SCF to help bring innovative solutions to patients in need.
Supporting Mothers in STEMM Careers Donation
We work to ensure no one is disadvantaged because of gender in the workplace. In support of this commitment, we contribute to the work of Mothers in Science (MiS), an international non-profit organization providing research and support for mothers working in science, technology, engineering, math and medicine (STEMM) careers. MiS raises awareness of career obstacles faced by mothers working in STEMM fields and advocates for workplace equality and inclusion by providing resources for industry, academia and individuals. Our support helps fund global research that addresses these challenges, as well as the development of webinars and the expansion of MiS’s mentorship program. Through this program, mothers new to STEMM fields are paired with volunteer mentors who have successfully navigated the balance of motherhood and their career.
Lake and Wetland Protection and Access to Clean Drinking Water
In 2025, we continued our support for the Global Nature Fund (GNF), a not-for-profit organization dedicated to protecting nature and the environment. Lonza continues to help finance GNF’s Living Lakes program, a biodiversity and climate network that aims to protect more than one hundred lakes and wetland areas worldwide. The program places emphasis on community development and upskilling, alongside biodiversity and climate positive wetland management.
In 2025, Lonza also contributed to GNF’s projects in Africa to help ensure communities have access to clean drinking water. In particular, a portion of Lonza’s donation supports GNF’s work to provide schools in Kenya and Tanzania with access to safe drinking water.
Compliance Instruments
Our Code of Conduct provides behavioral guidance and expectations to help all colleagues understand that doing what is right every day matters. All colleagues and contract workers are required to complete the annual training, up to our Board of Directors. Other global training topics include anti-bribery, anti-corruption, discrimination and harassment, confidentiality and information security, conflicts of interest, fair competition (anti-trust), protection of assets, speaking up, unconscious bias, and workplace safety. In addition, we operate the "Lonza Ethics Hotline" to capture potential unethical conduct.
Our policies are reviewed periodically to strengthen compliance and updated in line with changes to laws and regulations.
More on Our Sustainability Agenda