people and social responsibility



Our code of conduct constitutes the basis of the cooperation within our company – it clarifies the responsibilities we have to each other, to customers, partners and communities. It covers areas like corruption, conflict of interest, fraud, money laundering and anti-competitive practices. Our Code of Conduct rests on three pillars:

  • Internal controls (COSO) for the ethical handling of orders to avoid bribery and corruption
  • We promote and expect behavior according to our guidelines for workplace safety
  • ITS100 IT Security Awareness Training

Health & Safety

SKIDATA’s holistic approach in terms of health and benefits supports employees in their physical and mental well-being. We have a wide range of safety guidelines in place with focus on workplace safety, ergonomic workstations, and protection measures. We offer comprehensive health services for employees like company physician, preventive medical checks, massage therapist, flu shots or psychologist. A specialized safety consultant ensures compliance with all legal and regulatory requirements.

The company supports employees‘ sporting activities to promote physical health and team spirit: Football team, bubble football tournament, ice hockey team or the charity challenge „Salzburg Business Run“, to name a few.

During COVID-19-times in 2020, a broad set-up of safety and protection measures for our employees was introduced in our offices and in the field. Extended Work@Home options and measures to support parents with childcare during lock-down-phases was granted.



At SKIDATA, we combine a corporate culture based on partnership, social benefits and family-friendly working hours. To best reflect personal needs and to balance work and private/family life, SKIDATA offers their employees flexible working times (working time of trust), mobile working (working place of trust), as well as part-time models and the purchase of one additional holiday week per year. Mobile Working broadens the possibilities of flexible working with regard to the workplace (additional workplaces of trust) which is also a contribution to reduce CO2-emissions by less commuting.

To parents, SKIDATA has different offers for parental leave and is open to individual solutions. We are currently working on a parent initiative to fully understand and better meet parental needs. For older employees, there are options for slowly introducing retirement instead of a hard stop. There are diverse employee benefits, e. g. company pension plan, special rates health insurances, food subsidies for local restaurants as well as special conditions in local trade and services.


Learning & Training

Internal opportunities for e-learning, training and education offers a broad range of improving and enlarging personal skills. We launched new e-learning content: In total there are about 1300 new courses curated to business and employee needs.

Overall 2022 there were 1.3 of external, non SKIDATA specific trainings per employee. Going forward we are looking to leverage e-learnings even more to reduce travel costs and to decrease CO2 emission.

For supporting their employees’ development, SKIDATA offers training programs for many different career tracks and educational targets:

  • For technicians to enter the expert level
  • Digital formats for internal sales trainings and meetings
  • For all interested employees: Security Talks, Expert Talks (TED talk format), Train the Trainer program with industry-specifi c know-how
  • Professional school project work
  • Bridging the gap between educational institutions and practical working environment by supporting interns from universities & professional schools
  • Offering bachelor & master thesis projects

Diversity, Equity & Inclusion

SKIDATA ensures that whenever possible their solutions and services are as accessible and inclusive. Products such as our Automated Payment Machines are particularly designed to meet accessibility requirements of various countries and also offers a AFILS hearing aid. That approach allows “access to everything for all” but requires huge development effort and option diversity. This means providing access to all installations, under normal operating conditions, to people with disabilities, ensuring the greatest degree of autonomy possible, to circulate, to access the premises and equipment, to use the equipment, to find their way, to communicate and to benefit from the services for which the facility was designed. People with disabilities must enjoy the same access conditions as able-bodied people, or, where this is not possible, provide access conditions of an equivalent quality of use.

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