| Goals |
Key activities |
Status 2021 |
| Occupational health and safety |
|
|
- Zero Accident Vision
- Provide support and resources for personal health at the workplace
|
- Establish a company-wide safety culture through improvement programs and preventive measures at all units
- Regular internal and external audits of work environment
|
- No serious workplace accidents or fatal accidents
- Accidents per 100 employees: 1.8
- Global Directive and Occupational Health and Safety Handbook implemented as of January 2021
|
| Employee development |
|
|
- An environment in which individuals with the right knowledge stay and develop with the company
- Average staff turnover: 8.5%
- 100% of Arjo employees participate in the annual global People Survey
|
- Talent programs (global and local)
- Succession planning to ensure skill development and secured
resources
- Annual global People Survey conducted to map engagement
- Mentorship programs
|
- Staff turnover: 11.3%
- Talent programs conducted digitally
- Participation in the annual global People Survey: 89%
|
| Diversity, equity and inclusion |
|
|
- The total workforce to be comprised of minimum 40% female employees, with 50% female managers in senior positions, and an even gender distribution in global and local talent programs
- Equal pay for work of equal value, with fair and equal wage-setting
|
- Recruitment processes that ensure diversity and equity
- Local and global talent programs that contribute to goals
- Training in Arjo Guiding Principles and Leadership Behaviors
- Implementation of the Directive for Diversity, Equity and Inclusion as well as further development projects
- Annual equal pay surveys in accordance with local laws and requirements
|
- Percentage of women in the total workforce: 40%
- Percentage of female managers in senior positions: 37.5%
- Percentage of women in the Management Team: 50%
- Percentage of women in the Board of Directors: 29%
- Percentage of female participants in talent programs
(2020-21): 45%
- Equal pay surveys have been carried out and reported in
accordance with laws and requirements in local markets
|
| Governance |
|
|
| Annual targets are set as part of the strategic HR efforts, and include activities promoting diversity and inclusion, succession planning and talent programs, employee development as well as occupational health and safety. Arjo’s Board of Directors contributes to the plan and approves it twice a year. The Arjo Management Team has overall responsibility for implementing the plan, and regularly follows up on reports from operations. Line managers and employees have operational responsibility for implementing the plan, and that tools and resources are supplied. Outcomes are followed-up regularly by HR at global and local levels. |
*For complete information, see the Arjo Annual Report 2021
