Heimstaden is committed to creating and sustaining a Friendly Workplace that embodies our values of Dare, Care, and Share, the CEOs have assigned the People & Culture Officer (CP&CO) with the responsibility of developing, implementing, and maintaining a comprehensive People & Culture Policy and Manual. Our Code of Conduct establishes the fundamental principles that guide our organization. Heimstaden provides clear and equitable terms of employment, treating all individuals with respect, and ensuring equal opportunities for everyone. The highest priority is the safety and well-being of our employees.
The CP&CO is accountable for overseeing people and culture matters, ensuring compliance with legal requirements, and contributing to the company's ambitions and goals. Additionally, the CP&CO is expected to facilitate the implementation of P&C functions within the organization and provide support to local countries in adopting the P&C framework.
All employees are required to actively promote a Friendly Workplace and fulfil their commitments in areas such as safety, compensation, diversity & belonging, well-being, and gender equality. Regular reporting and communication between country P&C representatives and the CP&CO, as well as the sharing of significant matters with the Management and the Board, are integral components of this policy and manual.
Work Health, Safety and Well-being
Heimstaden prioritize work health, safety, and well-being and are committed to providing a safe and secure physical, psychological, and social workplace.
To achieve the goal of zero accidents, proactive risk assessments are conducted regularly and documented in publicly accessible protocols.
All employees have access to the knowledge, supervision, work processes, tools, clothing, and personal protective equipment necessary to perform their duties in a manner that safeguards their health, safety, and well-being.
Every manager is accountable for the Work Health & Safety of their team and subordinates, consistently prioritizing it and conducting monthly follow-ups on team well-being and work health and safety through defined group KPIs.
Targets related to hiring, promotions, and turnover (voluntary and involuntary) for different departments also considering gender division is monitored regularly.
Inclusive workplace
Diversity, Equity, and Inclusion (DEI) are integral to Heimstaden. DEI efforts start at the top and incorporated diversity training is included into leadership and recruitment programmes from the beginning.
In 2023 a Diversity Board was established to bring new perspectives to Group Management and challenge the work with Diversity, Inclusion, and Belonging. The board includes six employees from diverse backgrounds and meets monthly to discuss and advise on actions to make the workplace more inclusive.
As part of our social sustainability roadmap, we aim to provide 240 inclusive job opportunities each year, including internships and temporary positions, to young people and those far from the labour market.
Compensation & Benefits
Fair pay and compensation levels in line with market salary is essential to attract and retain talent. Annual salary benchmarks, gender pay gap analyses and salary reviews are used to maintain relevant compensation levels and packages.
Opportunity to Grow
People development is critical to remain successful as a company. Mandatory trainings for all employees are crucial to be compliant within relevant risk areas as Code of Conduct, Cyber/IT Security, GDPR and Anti-Bribery and – Corruption (ABC). Leadership programmes and function-specific trainings and mentorships are offered across the company. Reflect & Act sessions are performed at least twice yearly between Manager and Employee to discuss performance, targets, and development needs.