SOC IA L
Employees ANSTÄNDIGA ARBETSVILLKOR OCH EKONOMISK TILLVÄXT
We want to contribute to safe, secure working
COMPLETED ACTIVITIES AND EVENTS
environments that allow our employees to grow.
In the past few years we have built a strong basis for
We want to make it possible for people with
securing our employees’ development and health.
different backgrounds to work under good
We have developed and implemented a Code of
conditions. Through our products and services,
Conduct that applies to all businesses in the Proton
we also contribute to greater safety for our
Group. We have also implemented the TIA system
customers’ employees.
for managing accidents, incidents and risks at group
OUR OBJECTIVE
level. First aid courses, installation of defibrillators
Ambassadors. In 2030 we will have satisfied employees, corresponding to a score of 25 eNPS in the ESI (Employee Satisfaction Index) survey. Safe workplace. The goal is zero workplace injuries resulting in absences. In 2030 we will have achieved 10 risk observations per incident. Personal growth. In 2030, all employees will be offered 16 hours of training a year. Whistle blowers. Our long-term goal is to have zero deviations leading to whistle-blowing. GOVERNANCE AND MONITORING
and wellness benefits have also been implemented at group level. In 2021 we initiated an extensive, very important project at Proton Finishing to enhance personal safety when handling chemicals, in part through training and improved first aid equipment for chemical accidents. One negative event during the year was a breach of the Code of Conduct, which was reported at one of the facilities in the Finishing business area. An employee in a managerial position had taken advantage of people in a vulnerable position, demanding money for job offers. This resulted in the person being fired and
This work is governed by our policy documents:
reported to the police, as a clear indication of our
Sustainability Policy, Code of Conduct, Health
views on this. The events made it clear to us that we
and Safety Policy and Equal Treatment Policy, and
must work even more actively to solidify our Code
through our management system. The group CEO
of Conduct and our core values in the organisation.
and the business area managers are ultimately responsible and each manager is responsible for
CHALLENGES AND OPPORTUNITIES
the work at their own level of the organisation.
Because we work in industrial production in our
Currently, we use our annual ESI (Employee
business areas, there is a risk of workplace accidents
Satisfaction Index) and employee appraisal as well
and exposure to chemicals. The fact that we are a
as regular follow-ups in the form of reviews and
multicultural organisation with many nationalities
key figure monitoring via scorecards to monitor
also means that we face a social and ethical challenge
compliance. We monitor the working environment
in which we must constantly strive to create a shared
on a daily basis through safety inspections, risk
view and be aware of linguistic challenges and cul-
assessments and incident reporting, which are
tural differences. In the long term, breaches of our
summarised once a month in key figures. Currently
Code of Conduct can weaken our brand and our
we do not have tools and systems for measuring and
attractiveness as an employer. Our ability to work
monitoring the work with our goals in Personal
sustainably with safety and our Code of Conduct
Development and Whistle Blowing, so we do not
is a challenge for us. Making our employees aware
report or have key figures for these. We will be devel-
of these matters and increasing commitment in the
oping tools for measuring these in the coming year.
organisation will require time and energy.
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