Svedbergs Group attaches great importance to corporate social responsibility, helping achieve UN Sustainable Development Goals 3 – Good health and well-being, 5 – Gender equality, and 8 – Decent work and economic growth. As an employer with operations in several countries, Svedbergs Group has an impact on a relatively large number of individual employees. Overall, the average number of employees in 2024 was 532. The company’s own workforce is mainly in production, warehouses and in offices.
Sustainability goals
Svedbergs Group’s goal is to run a business that promotes good health and good working conditions throughout the value chain. The Group sets high standards of responsibility for its own operations and for suppliers and other partners. Respecting human rights and ensuring that workplaces are safe and contribute to well-being is a high priority. The focus area has two measurable goals: healthy attendance in relation to total scheduled time should exceed 96.5 percent by 2030.
Impact in the value chain
Svedbergs Group’s own employees are mainly employed in the Nordic region, the UK and the Netherlands, regions and countries in which the national legislation generally imposes extensive, strict requirements for working conditions, decent pay, the working environment, health and safety. The reporting of the own workforce also includes persons not directly employed by Svedbergs Group or the individual brand companies. These include external labour when needed at the production stage in Sweden and the Netherlands.
Svedbergs Group’s main actual and potential impacts related to its own workforce are mainly aspects related to working conditions, equal treatment and equal opportunities for all. Aspects of working conditions include job security, worklife balance, health and safety. Equal treatment and equal opportunities for all concern aspects such as pay, gender equality, training and skills development.
Policies related to own workforce
Employee Code of Conduct. The Employee Code of Conduct defines Svedbergs Group’s commitments and expectations regarding health and safety, human rights, business ethics, environmental protection, and community engagement. It also clarifies these principles mainly to our employees, and other stakeholders working in and outside Svedbergs Group.
The Human Rights Policy. The Human Rights Policy outlines Svedbergs Group’s commitments and responsibility to respect human rights, by carrying out risk analysis, assessing and
addressing negative impacts, setting out the grievance mechanisms, and providing access to effective remedy if violations have occurred.
Whistleblowing Protection Policy. The Whistleblowing Protection and Grievance Policy are communicated to all employees via the employee handbook, and they are also embedded within legal compliance policies and training. They encourage employees to raise their concerns if they see something that does not meet the standards set out in our Employee Code of Conduct and explains the various grievance channels: internally via their line manager or HR, by the independent third-party sourced telephone number or website.
Processes for engaging with own workers and workers’ representatives about impacts
Svedbergs Group strives for a straightforward, open and continuous dialogue between employees and between employees and managers. In addition to ongoing dialogue, there are a number of structured forums and channels.
Actions to manage impacts and risks
Svedbergs Group endeavours to continuously prevent identified impacts and risks while enhancing and developing the company’s attractiveness as an employer. This work is based in part on the results of the annual employee survey and continuous monitoring of health and safety KPIs.
Links to Whistleblowing service:
To ensure your anonymity – keep the following in mind:
Copy this link and type in your web browser. https://whistle.qnister.com/SvedbergsKoncern
Do not use the company’s computer or network.
Whistleblowing service
Information about processing of personal data Whistleblowing function.
