Compared with 2007, the proportion of employees in Production and Services decreased by 2%, while support and other functions grew by 1% each.

The Sulzer workforce became slightly younger in 2008: The proportion of 15- to 29-year-old employees increased by 1%, while the proportion of those over 60 years old decreased by the same amount.

The data for 2005 onwards includes SEED light sites. Employees with higher education hold degrees from technical colleges, bachelor degrees, masters and doctorates. The proportion has increased slightly over the last four years and was 26% at the end of 2008.

The data for 2005 onwards includes SEED light sites. The proportion of employees who received further training in 2008 decreased by 10% compared with the previous year, but is still high at 80%. The main reason for the decrease is that training courses have become more focused. In addition, the data collected on internal training courses in the past was incomplete. The proportion of apprentices increased by 1% to 3%.

The data for 2005 onwards includes SEED light sites. In contrast to the proportion of employees who received further training, the total number of hours spent on training continued to increase in 2008. The average amount of time spent on training per employee was about 25 hours (2007: 24 hours). As in previous years, about 50% of training hours were spent on internal training. However, because not all of this data is recorded, the actual figure is higher. 20% of training courses covered health and safety issues.

The effective average working time in 2008 was 42 hours, the same as the previous year, while the effective average vacation time increased by 1 day to 27 days.

In 2008, 95% (2007: 90%) of the sites assessed carried out performance appraisals that covered 77% of all employees (2007: 70%). This figure is still clearly below the target of 100%. One site conducted an employee satisfaction survey. Corporate HR also conducted an employee survey which revealed a high level of employee commitment to Sulzer.

The data for 2005 onwards includes SEED light sites. QESH awards and third-party ratings from organizations and customers were received commending Sulzer's outstanding commercial and technical achievements and major efforts in the fields of quality and safety. Examples include awards for being an excellent supplier and for excellence in the field of security and accident prevention.

The data for 2005 onwards includes SEED light sites. The total number of memberships registered increased again compared with the previous year, with national memberships being the most common. Memberships include trade associations, HR, QESH and standardization organizations as well as industrial associations and chambers of commerce. Examples include the International Thermal Spray Association, ETN-European Turbine Network, ABIMAC-Brazilian Machine Association, and the British Pump Manufacturers' Association.

Voluntary turnover of staff decreased as compared with the previous year to 5.7%, which is below the medium-term target of 6%. The turnover rate varied greatly and was 23% and 25% respectively for two locations in a competitive job market.

The total proportion of women has remained relatively stable over the last five years with figures just above 14%. The proportion of women in management functions is also constant at between 0.8% and 0.9%. The average salary for women in support functions and in production exceeded 90% of the salary for men in similar positions. Sulzer is committed to paying the same salary for the same job, the same function and the same age. For this reason, difference in salaries do not indicate a salary imbalance, but rather differences in function and age within the comparison groups.

The data for 2005 onwards includes SEED light sites, and from 2007 onwards SEED mini sites as well. The accidents reported include all workplace accidents resulting in more than one working day lost. The results show that the number of accidents has declined further in response to the measures taken, even though the number of employees has risen. The program for reducing accident rates will be continued.

There were a total of three occupational illnesses in 2008, after there had been none in the previous nine years to the best of the company’s knowledge.

There were no fatal occupational accidents in 2008.

The data for 2005 onwards includes SEED light sites, and from 2007 onwards SEED mini sites as well. Due to legal restrictions, data relating to non-occupational accidents and illnesses is not complete. In the last five years the total lost day rate ranged between 2% and 2.2%; in 2008 it was 2.2%. The rate depends greatly on the location and varies between 0% and 10%.

The data for 2005 onwards includes SEED light sites, and from 2007 onwards SEED mini sites as well. Non-occupational accidents lead to about 25 more lost days than occupational accidents, which is why the absence rates in the two graphs below are only slightly different. In the last five years the number of lost days has risen continuously, mainly due to improved data collection on a broader basis. In the last five years, Sulzer lost around 2% of working hours each year due to health-related absences. The data varies substantially depending on the site. Measures were taken to reduce absences at sites with particularly high absence rates.