Employee development and growth

TRAVEL BY EMPLOYEES Nilorn operates in a wide geographical area, from Asia to western Europe, to Northern Europe, to the Americas. Business travel is normally one of our largest sources of emissions, and air travel generates more emissions, per kilometre travelled, than any other mode of transport. However, in 2020 there was naturally a large decrease of travelling and therefore also a reduction in our emissions linked to business travel. We quickly learned how to use online tools to replace in-person meetings. We plan to continue to adopt these practices in the future and extend the benefits from higher online connectivity and collaboration.

We see training opportunities for our employees as a necessary tool to continuously increase their skills and professional development. This is also a means to retain our experienced co-workers and attract new talents. Furthermore, capacitybuilding is key to increasing all employees’ knowledge and awareness of sustainability issues that are important for the sustainable growth of Nilorn and for our clients.

Capacity-building and training is normally arranged locally in each country, for example, First Aid and Occupational Health and Safety training at our own production sites. Skills development was an area we had decided to focus more on, and in 2020 we learned how to use digital tools, such as TEAMS, to meet, train and share experiences within our organisation.

In total there were more than 10 webinars, covering topics as Different Plastics, GOTS – impact on Nilorn products, Presentation to the Bluesign system and FSC™.

Our induction program shall ensure that new employees receive a broad understanding of Nilorn and how we operate. It sets the tone for our collaboration. Part of the program is the Code of Ethics and Business Conduct, the practices a Nilorn employee should be guided by daily. All employees are to be offered annual performance reviews, in 2020 46% completed their annual performance reviews with their manager.