The Group’s progress is created by its employees, with trust, pride and comradeship. Together with its employees and through proactive action, Stralfors assume responsibility for social development, both within the company and the society in which it oper
EXTERNAL SOCIAL RESPONSIBILITY
Social involvement
Stralfors aims to contribute to improving economic, environmental and social conditions within society, through dialogue with various interest groups. The Company is through various co-operation projects involved in social areas outside of direct operational work, such as university education in information logistics, in conjunction with Ljungby municipality, other sectors of the business community and Växjö University, the International Business School in Jönköping and Halmstad University.
Students have carried out examination work at Stralfors in widely differing areas such as logistics, fire prevention and information transfer. Stralfors also supports SOS Children’s Villages and the Red Cross.
INTERNAL SOCIAL RESPONSIBILITY
Diversity
Diversity involves being different, and is seen as providing a competitive opportunity for Stralfors in its capacity as an international company.
To be an active player in the global arena, it is necessary to understand languages and cultures. Ideas are best created in the crossroads between different cultures. Diversity also implies increased creativity.
When recruiting a new employee, the required competences is defined, prior to commencing the recruitment process. The description states what training, education, experience and personality factors the position requires.
Equality
Equality covers equal rights, responsibilities and opportunities for women and men. Stralfors’ equality plans are worked out per business area and country, which gives responsible managers a clearer picture of their operational department’s composition and increased awareness of these questions. Mapping of wages and salaries is undertaken using an international model for evaluation of positions that applies throughout the entire Group.
Development of competence
Stralfors has developed its own programme – "Clear Leadership" – for leadership training. Increased awareness of one’s own personal characteristics is created through lectures and studying literature, giving self-awareness and understanding. With this, increased awareness, each respective leader can better understand how he or she can carry out his or her leadership in the best possible way.
Joint training is also implemented in strategic Sustainability Work and in Project Management. Environmental training is carried out for managers, employees and safety representatives.
Employee surveys
Employee surveys are carried out regularly in order to find out how employees experience their work situation. The surveys have been carried out in the Nordic countries, since 2002, in accordance with the international model "A Great Place to Work".
The employees answer questions anonymously concerning reliability, respect, fairness, pride and comradeship. The answers give a relevant, factual basis for discussing the present situation, defining objectives and carrying out action plans. Further use of this survey tool is planned for implementation across the whole group in the future, as a basis for assessing the comparisons between different business areas, installations and countries, and to show other conditions, for example, how women and men might differently experience Stralfors as a workplace.
Development discussions
Development discussions are a tool for creating increased communication between employee and manager. Through development discussions, the necessary dialogue for mutually defining and following up of objectives are created, that allows development of Stralfors as a company and the employee as an individual. The purpose of the discussions is also to ensure Stralfors’ short and long term requirements for competence.
Physical working environment
The maintenance of a safe working environment is central within Stralfors. Examples are: replacement of dangerous chemicals, use of personal protective equipment, efficient layouts to work areas, incorporating appropriate ergonomic improvements and the reduction of noise. All safety work is supported by relevant staff training and awareness.
All units work to minimise the hazards that could cause accidents and the likelihood of accidents themselves, through systematic risk management work. Success in this area is evidenced by the low incidence rate of near accidents within the Group.
Health care and rehabilitation
Stralfors invests in activities for promoting employees as the WHOLE person. WHOLE stands for Health, Involvement Joy of Living and Attitude. The preventative health care work is run at national level, adapted to the conditions of each individual country, with the WHOLE person as a mutual starting point.
Employees throughout the Group are encouraged to have active leisure time, and in Sweden with the assistance of a health care grant.
The individual is made aware of how he or she can actively influence his or her health, through health profiles.
Stralfors aims at preventing sickness and injury to the very greatest extent with its working environment work. If an employee is off sick for a long period of time, it is a matter of quickly reaching agreement with the individual regarding activities that enable the employee to come back again. Early rehabilitation is positive, both for the individual and the company.