Below, you can read more about our objectives and how they contribute to fulfilment of the SDGs, as well as see our groupwide results for the last three years.
People: 100% Engaged People
Objective 2030: 100% Engaged People
Ensuring that employees feel good and develop in the organisation are priority areas for Indutrade and crucial for the Group’s success. We help create the conditions for long-term growth of our business by focusing on continuously developing leadership skills and competencies, having inclusive teams and workplaces where people thrive and by ensuring that there are safe and healthy working conditions.
One of the most important prerequisites for maintaining a long-term approach is our expertise within the Group. In our subsidiaries this is largely a matter of making use of the expertise that already exists internally. We do this both through training for key people and by sharing knowledge and experiences within the Group.
We believe in giving people freedom and trust. It creates job satisfaction, pride and commitment. Being able to attract, develop and retain the right employees is a prerequisite for Indutrade's long-term profitability. By building teams with diversity, the ability for development and innovation increases.
Health and safety in the workplace is fundamental for Indutrade. Investing in improved work and production environments is something that we prioritise, support and encourage.
KPIs and results on People
|Percentage of companies that measure employee engagement/satisfaction (%)||58||64||76||100|
|– of which percentage that had discrimination and harassment as a follow up area (%)||–||–||90||100|
|– of which percentage that had leadership as a follow up area (%)||–||–||94||100|
|Employee retention rate (%)||90||89||88||Min 85|
|Percentage of companies that have process for regular, documented development discussions/dialogues (%)||–||–||93||100|
|Percentage of internally recruited MDs at our companies (%)||50||50||46||60|
|Percentage of companies with an established management team (%)||–||74||87||–|
|Percentage women of the total workforce (%)||24||24||26||30|
|Percentage of management teams with female representation (%)||–||80||73||90|
|Percentage of companies with female representation on the board (%)||17||21||28||50|
|Injury frequency rate 1)||3.2||1.8||1.5||Continuously reduce to 0|
|Sick leave, number of days per full-time employee||6.1||8.1||8.7||4.3|
|Percentage of companies that have a process for analysing, documenting and acting on work-related risks (%)||–||–||93||100|
1) Injury frequency rate is measured as the number of injuries per 200,000 worked hours.
Targets to the SDGs where the contribution from our work with people is particularly relevant