Good Working Conditions

Goal: ITAB aims to be an attractive workplace and a model employer

ITAB is endeavouring to provide good working conditions within the companies in the Group, at suppliers and when working at customer sites. The Group respects human rights, which means that ITAB supports, monitors and respects international conventions on human rights in its operations.

ITAB’s aim is to be a responsible employer that attracts and retains employees. ITAB is working to ensure good working conditions within the companies in the Group, at suppliers and at the customer. ITAB respects human rights and works on the basis of international conventions on human rights in the management of its day-to-day operations.

The Group’s companies respect their employees’ right to organise themselves and negotiate collective agreements. The companies must also respect an employee’s right to refrain from joining a trade union. ITAB is open for collective agreements to employees in those markets where this is possible. The Group pays fair wages and benefits in accordance with relevant standards in those countries where it has operations.

ITAB does not tolerate child labour or work carried out under force or threat of force. There have been no instances of child labour or forced labour during 2016.

Offer a safe workplace

ITAB’s companies are working to offer a healthy, safe working environment. As a production company, it is important to reduce the risk of accidents and occupational injuries. Within the ITAB Group, each company is responsible for ensuring a safe workplace that complies with local regulations.

Every year, the companies report their results to the Group management, which compiles a report regarding employee statistics. If there are any deviations as regards the number of accidents or sick leave, this will be investigated further. A total of 135 accidents were reported during 2016, which corresponds to approximately 4% of the staff in the Group. Around half of the reported injuries were cuts.

During 2017, ITAB will be reviewing its safety procedures for those companies that report a higher number of accidents. Efforts are being made at a local level to reduce the proportion of sick leave within the company. During 2016, the proportion of sick leave amounted to 5.3%, compared to 6.3% in 2015. Sick leave is monitored and measures are being implemented in those units with higher levels of sickness absence. Sickness absence varies between the individual companies in the Group.

 

 

 

Skills development and career opportunities

Developing employees within ITAB’s various companies is an important aspect in enabling the Group to continue to grow. The potential to build a career and receive further training is decisive for attracting and retaining employees. The managers in the various companies are responsible for appraisals with employees, and attending internal and external training is possible.

ITAB Academy is one of the initiatives conducted at Group level to develop the skills of employees. The internal training programme provides key individuals from the companies in the Group with the opportunity to expand their knowledge about ITAB, as well as in the fields of leadership and business development. Read more about ITAB Academy on pages 46-47.

During 2016, work commenced in Scandinavia aimed at development leadership within the Group’s companies. Through ‘leadership surveys’, employees are given the opportunity to answer a number of questions and consider their managers’ leadership. The results are subsequently discussed and used as a basis for developing leadership capability among employees in the companies.

INTERVIEW WITH ANNA BENJAMIN

Board member, ITAB


Which sustainability issues are most important for ITAB?

“To ensure an operation that is sustainable in the long term, we need to balance our financial, social and environment responsibilities optimally. We cannot focus on one area and ignore another. In future, we need to continue developing sustainable shop concepts, continue working with resource efficiency and minimise our climate impact.

Finding and retaining skilled, committed employees is an important issue, and we therefore need to invest in diversity and in being an attractive and modern workplace, as young people have entirely different expectations as regards their workplace.”