People goal
We aspire to the highest standards for people and will continue to raise these standards in line with our goal of zero harm.
Making progress
- We continue to roll out health and well-being programs to all employees.
- In 2020–2021, we put extra focus on the psychological health of employees as remote work increased due to the Covid-19 pandemic.
More examples of how we make progress
- At the Svedala site, a robot will replace 80 percent of the manual work involved in grinding, reducing the risk of back problems, joint and muscle pain and “white finger syndrome”.
- The Tampere site in Finland have invested in a so-called exoskeleton. It allows for limb movements with increased strength and endurance and aims to provide back support.
Reduction of TRIFR
We need to reduce our Total Recordable Injury Frequency Rate (TRIFR)* to 2.3 by 2030 to achieve a 50 percent reduction. The table and graph show the reduction of TRIFR for 2016–2021.
*Total recordable injuries per million hours worked
| 2016-2018 | 2019 | 2020 | 2021 |
|---|---|---|---|
| 4.6* | 3.8 | 3.2 | 3.5 |
*Average value
In 2021, the TRIFR was reduced to 3.5. The increase is mainly attributable to a higher number of less severe injuries which accounted for 79 percent of the total increase of incidents.
The dotted line is an indication of how well we are in line with the 2030 target, meaning we in 2021 are still in line with our target. The target is adjusted for structural changes.
Women in managerial positions
Our target is to increase the share of women in managerial positions to one third by 2030. The table and graph show the increase in women in managerial positions for 2016–2021.
| 2016-2018* | 2019 | 2020 | 2021 |
|---|---|---|---|
| 17.1 | 18.2 | 18.5 | 19.8 |
*Average value
In 2021, the share of female managers increased to a new top level, 19.8 percent, exceeding the target for 2021 of 19.5 percent.
The dotted line is an indication of how well we are in line with the 2030 targets, meaning we are below the requirements to achieve the target. However, we have a plan in place to accelerate the increase of female managers in the years to come, which is necessary to achieve the 2030 goal.
