At the core of responsibility is a healthy work community

We emphasise open dialogue in promoting a healthy work community. We continuously evaluate our success and develop our operations through regular employee surveys, for example.

Responsible management

Sweco’s supervisor work is systematically monitored through personnel surveys, in which the performance of the team and supervisor is evaluated using diverse indicators. Sweco’s supervisors receive mainly positive feedback in regular employee surveys. The continuous development of leadership and the quality of daily management are key focus areas. These are also guided by the new Leadership Statement, which describes Sweco’s leadership from different perspectives. Sweco’s remuneration policy opens up remuneration processes and entities and promotes fair remuneration. The wage policy is reviewed annually.

Prevention of inappropriate treatment, equality and non-discrimination

Sweco’s personnel policies and guidelines have been drawn up in such a way that they are not directly or indirectly discriminatory. The equality and non-discrimination plan records the measures to promote them and agrees on their implementation and monitoring. The aim of the plan is to ensure equal opportunities for all employees to succeed and develop in their duties, regardless of gender, sexual orientation, ethnic background or age. In addition, it strives to create a responsible work community where respect, equality and non-discrimination guide interaction in all situations and stages of employment.

Sweco’s principles for inappropriate behaviour:

1. No inappropriate treatment, harassment or bullying of any kind will be tolerated.
2. All employees have the right to be treated with respect.
3. Detected shortcomings should be addressed immediately after they have come to light, and the issues should be brought up (shared responsibility for intervening in situations: supervisor, employee and colleagues).
4. Bullying situations are supported by: supervisor, occupational safety representatives, shop stewards, HR and occupational health care.

Cooperation engages and supports corporate responsibility

Sweco Finland’s co-operation group acts as the forum responsible for cooperation at the Sweco Finland level. As a rule, Sweco Finland’s co-operation group meets quarterly after the publication of the results. Employee representatives consist of 10 shop stewards elected by the employee representatives from among themselves. The co-operation group provides a platform for open dialogue and decision-making that supports the efficient functioning of the organisation and the participation of personnel in decision-making.

Skills development and career development monitoring

Sweco Academy develops the expertise of all Sweco employees. It offers diverse opportunities for learning, career development and knowledge sharing. In 2022, the Academy organised 19 coaching programmes and 28 coaching sessions for supervisors, project experts and experts. In addition, Sweco employees participated in various technique-specific coaching, both remotely and face-to-face (overall satisfaction: 83/100, 2023). Sweco offers extensive internal career opportunities, ensuring that there are interesting positions for everyone. In the annual Sweco Talks, each employee goes through their career aspirations and competence needs with their supervisor. These discussions will be actively monitored.

Responsibility in well-being at work: identifying risks and improving conditions

We invest in the well-being of our employees by identifying work-related risks and promoting physical and mental health. We work in close  cooperation with occupational health care and follow the work community development plan in our organisation. Through employee benefits and recreational activities, we aim to support the well-being and motivation of our employees. Our goal is to strengthen the cohesion of the work community and improve interaction in our organization.