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 another 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 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 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.
Our safety work
Safety is another cornerstone in creating a truly sustainable workplace. BillerudKorsnäs works daily to develop a culture in which safety plays a central role. Our zero vision for industrial injuries resulting in absence powers our work in the field of health and safety. 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 rotating machines. In order to generate faster results from our safety work, we set up an interdepartmental group and a new occupational health and safety policy to support this work was prepared in 2015. The group is accelerating the work to build safely at the workplaces, to perform better risk assessments, and to develop the safety culture.
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 neighbours and other local players to encourage a mutually beneficial dialogue.
Diversity and equal opportunity
There is much more to diversity than the purely visible aspects such as gender, age, ethnic background, skin colour, disabilities, etc. It also has to do with the qualities we have acquired: personal experience, level of education, capacity to understand the world around us, and different approaches to problem solving, for example. 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 23%, and the share of female managers to 30% in 2020 – targets that we are already close to achieving.
There is a Group-wide diversity team with responsibility for knowledge transfer and improvement work. There are also a number of local diversity groups. At local level, we operate a structured, closely targeted programme devoted to preparing and implementing active measures to improve and assure diversity and inclusion. In the context of diversity work, we have prepared guidelines and an action plan for how to handle victimisation and harassment.
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.