Employees and society
The people who work at BillerudKorsnäs are the foundation for everything we do. To ensure the well-being of our employees, we strive to learn from one an-other and to build on good examples. We at BillerudKorsnäs work continuously to raise the level of education and skills among our employees so as to develop both the business itself and the people who run it.
BillerudKorsnäs supports and takes as its starting point the UN Global Compact, whose principles determine how we as a company, as employees and as human beings view human rights, working conditions, the environment and corruption, and how we are to communicate our way of working as transparently as possible.
All our employees and external partners are to have the opportunity to submit anonymous reports about serious deviations from the code of conduct and other significant irregularities. That is why we have set up a whistle-blower function Speak Up-line for everyone to use. BillerudKorsnäs firmly rejects forced labour and child labour, and refuses to employ people under the age of 15. If local regulations dictate a higher minimum age, we abide by these regulations. BillerudKorsnäs expects that the company’s subcontractors and business partners comply with these fundamental ethical regulations concerning labour.
Prioritised safety work
Developing a safe working environment is top priority for BillerudKorsnäs and work is being driven forward along two parallel tracks. The first is creating an organised system with the help of robust regulations and clear procedures for how different jobs are to be performed.
From 2018 onwards there has been a Group-wide safety framework, in other words a BillerudKorsnäs health and safety standard. This clearly sets out what each production unit is to attain in terms of safety, procedures for working safely and control and follow-up processes.
The elements of risk we strive to ‘build away’ vary from one production unit to the next, but initiatives commonly focus on aspects such as handling chemicals, hot liquids and rot¬ating machines.
All employees receive ongoing assistance in developing their skills, and are given personal feedback on their individual development and performance. As a part of the dialogue with our employees, we carry out employee surveys that make clear which issues are generally considered important. The results from these surveys are subsequently used as the bases for action plans and activities linked to prioritised areas. Providing an involving and attractive workplace is essential in attracting and retaining highly skilled employees. Creating a sustainable workplace also requires us to prioritise safety, diversity and human rights from a long-term perspective.
However, we want to be a sustainable and positive force not only for our employees, but also for the society in which we operate, and for our surroundings in general. That is why we make sure to commit to playing an active role in the local community, and to cultivating good relations with local authorities, schools and other stakeholders. Every year, BillerudKorsnäs holds an open house event for the general public at several of the locations where we run production units, and we also hold information meetings with neigh¬bours and other local players to en¬courage a mutually beneficial dialogue.
Diversity and equal opportunity
We are convinced that employees of different sexes, backgrounds and experiences bring new perspectives and innovative solutions. To become an even more successful company, we need to attract, recruit, retain and develop all the skills that exist among our employees, and to draw benefit from the differences between individuals. This helps us to develop so that we can grow geographically and within the value chain, and meet new customers on new markets. We work consciously to recruit female employees, and our sustainability targets with regard to gender equality are to increase the proportion of female employees to 28% in 2023, and the share of female managers to 29% in.
During the year, the executive leadership team decided on a new diversity and inclusion action plan, which will run to the end of 2020. It incorporates a number of activities, including all divisions and Group-wide functions breaking down their diversity targets and producing their own action plans for attaining greater diversity and inclusion. Diversity workshops for all employees will also be held, starting in 2018. One aim of the workshops is to attain a higher degree of inclusion by thinking about how we communicate and express our values and culture. Diversity is also a permanent item on the agenda at internal management conferences and other internal events, and in recruitment to attain a broader spread when it comes to sex, age and previous experience.
BillerudKorsnäs takes a zero-tolerance approach to discrimination. Irrespective of ethnic origin, nationality, gender, faith, sexual orientation, age, disability, union or political affiliation, the equal rights and obligations of all are to be emphasised and communicated. BillerudKorsnäs acts decisively in cases of discrimination.