Employees

The cornerstones of this work are the efforts already being made regarding the corporate culture, employee and organisational development, and preventive health care.

Central initiatives

At Group level, a couple of joint initiatives have been developed in 2010 that will gradually be launched in 2011. The first relates to the Performance
and Development Talk, which is an important tool for the meaningful development of employees and the organisation. To some extent, these are based on the harmonisation of previously central and local initiatives. The aim is to coordinate individual targets, to develop and monitor the organisation’s overall goals, and to increase employee motivation. The work is being introduced with a focus on senior executives and will then be applied to further employees.

Related to this initiative is the Talent Review and Succession Planning process, which supports the identification and development of potential
employees and the remuneration of key employees in both the short and long-term. 

Preventative health care

Lindab is actively working with preventive health care in most of its markets. The goal of improving health and safety rather than curing illness can be seen to good effect in Sweden and Denmark, for example. A number of proactive initiatives are being undertaken at individual and team level, as well as at corporate level. To support a healthy and safe working environment, employees are for example offered health profiles, ergonomic aids and health checks. Great emphasis is placed on encouraging employees to lead an active and healthy lifestyle. This is supported with
coaching and small financial contributions and includes physical activity, balanced diet and balance between work and leisure.

Vision: zero workplace injuries

Lindab is working to minimise the number of workplace injuries. Each business unit is responsible ensuring that laws and regulations are followed and that all staff undergo training for the tasks that they are to perform. All employees must also be informed about and trained in the legislation and regulations that apply to the workplace.

Some incidents have still occurred despite a long-term effort to minimise workplace injuries. Therefore, in 2010 efforts to prevent occupational
injuries were intensified. An internal group has been appointed to establish a structure regarding how to work towards implementing the agreed vision of zero workplace injuries.

Diversity

Lindab encourages diversity and treats employees without discrimination with regard to gender, race, religion, age, disability, sexual orientation, nationality, political opinion, union affiliation, social or ethnic origin. Many
units submit positive reports regarding diversity. No cases of discrimination were reported in 2010.

Human rights

All activities within the Group must respect human rights. Every employee has the right to form, join or refrain from participation in trade unions or other organisations that engage in collective bargaining. Lindab makes
risk assessments of its geographic markets concerning factors such as oppression, child labour and forced labour. The risk of such violations is considered to be low within the Lindab Group and during the year no violations were recorded.

Local initiatives

There are a large number of local initiatives concerning everything from training to team activities at Lindab’s various units. Many units have a Lindab Academy with training resources and premises, where sales and production staff, as well as customers, are given training about Lindab’s products, technologies and systems. Longer-term initiatives to further
strengthen leadership skills can be found at several units. Strong team-building activities are available at most of the company’s plants, including joint activities outside the workplace, family days, employee awards plus the official recognition of achievement and celebrations.