SOCIAL RESPONSIBILITY
Company takes its Social Responsibility very seriously. We are committed to operate in accordance with the highest standards in terms of labor practices, human rights, impacts on society and product responsibility.
Within this broad Social Agenda, a number of specific areas are particularly important to Company.
Safety & occupational health
Diversity & Equal Opportunities
Training & education
Within this broad Social Agenda, a number of specific areas are particularly important to Company.
Safety & occupational health
Diversity & Equal Opportunities
Training & education
SAFETY & OCCUPATIONAL HEALTH
Construction is a high-risk activity. Therefore, our single most important Social Responsibility is to ensure that everyone who works for Company returns home to their loved ones in the same condition as when they left for work.
To this end, we have put in place a Safety Strategy, Guidelines and Standards that are applicable throughout the world.
To this end, we have put in place a Safety Strategy, Guidelines and Standards that are applicable throughout the world.
DIVERSITY & EQUAL OPPORTUNITIES
Diversity is about embracing and utilizing our differences and similarities. We believe that these differences will help differentiate the company in the marketplace. When integrated in Company, it will sharpen its competitive edge and improve results.
Diversity is also about including individuals regardless of differences in background. What we as individuals contribute is what counts, not if we belong to a majority or minority group. In an effort to change both attitudes and behavior within the company, Company has chosen to concentrate on three major areas of diversity: Gender, Ethnic and Educational background.
Educational background may seem like an odd area of diversity, but looking beyond the traditional engineering background is important to be able to bring well-needed creativity to this industry. At the same time, it will broaden the base of recruitment, which is necessary when looking at the supply side of the workforce.
Diversity is also about including individuals regardless of differences in background. What we as individuals contribute is what counts, not if we belong to a majority or minority group. In an effort to change both attitudes and behavior within the company, Company has chosen to concentrate on three major areas of diversity: Gender, Ethnic and Educational background.
Educational background may seem like an odd area of diversity, but looking beyond the traditional engineering background is important to be able to bring well-needed creativity to this industry. At the same time, it will broaden the base of recruitment, which is necessary when looking at the supply side of the workforce.
TRAINING & EDUCATION
Challenges and opportunities
There is a major opportunity in the construction and development industry to train employees. Traditionally investments in training have been low. However, faced with increased customer demand and more intense competition, skills improvement and a new mindset are a key factors for survival and continued success. The main areas for training are leadership and project management skills.
Policies and strategies
Companys Code of Conduct and the Environmental Policy specify mandatory training regarding the environment and business ethics for all employees.
Structures in place
A yearly talent review process involving development dialogues between the manager and the employee results in a development plan for each employee. The development plan includes identified training areas and programs for the employee. It is a joint responsibility between the manager and the employee to execute the development plan. The tool for the talent review process is the Company Talent Navigator, a Group-wide software program. records the planned development activities.
Each Business Unit has an organization for developing, managing and delivering internal and external training programs. In addition, each Business Unit has a system to track all training for each employee. The strategic focus on people is linked to the Business Plan by targets for recruitment, retention, leadership and diversity. Some of these targets in the Business Plan are linked to the financial reward system for managers.
Evidence
Each business unit measures the number of training days for each employee. The employees views on training and development in general are also measured through a survey for all employees conducted each year.
There is a major opportunity in the construction and development industry to train employees. Traditionally investments in training have been low. However, faced with increased customer demand and more intense competition, skills improvement and a new mindset are a key factors for survival and continued success. The main areas for training are leadership and project management skills.
Policies and strategies
Companys Code of Conduct and the Environmental Policy specify mandatory training regarding the environment and business ethics for all employees.
Structures in place
A yearly talent review process involving development dialogues between the manager and the employee results in a development plan for each employee. The development plan includes identified training areas and programs for the employee. It is a joint responsibility between the manager and the employee to execute the development plan. The tool for the talent review process is the Company Talent Navigator, a Group-wide software program. records the planned development activities.
Each Business Unit has an organization for developing, managing and delivering internal and external training programs. In addition, each Business Unit has a system to track all training for each employee. The strategic focus on people is linked to the Business Plan by targets for recruitment, retention, leadership and diversity. Some of these targets in the Business Plan are linked to the financial reward system for managers.
Evidence
Each business unit measures the number of training days for each employee. The employees views on training and development in general are also measured through a survey for all employees conducted each year.
