We monitor the employee turnover rate as it is an important KPI for employee satisfaction. In some countries the KPI also indicates access to the workforce as there can be significant seasonal differences in the turnover rate. We strive to find ways to retain employees on a regular long term basis in countries where the tradition and culture is mainly for short term employment, as this enhances productivity and minimises loss of competent employees.
The employee turnover* was 6.6% (7.1%).
*Employee turnover is calculated based on permanent employees who voluntarily end their employment. Due to different calculation criteria, with temporary employees being included in the figures reported for some plants in Mexico and China, these plants have not been included in the statistics. A new joint method for calculating employee turnover will be prepared in 2017.
Health and safety is one of the most important aspects, ranked very high in our materiality analysis both internally and by our external stakeholders. Our safety performance has a direct impact on our overall performance as a company, our productivity, stability and ability to create trust as employer, supplier and asset.
We expect all companies in the Group to live up to our shared principles and we regularly monitor working conditions in our own operations to ensure they meet our standards. Site visits are conducted at which the management is asked to present how they have implemented the Group’s values and how they work on the areas included in the agenda. Any need for improvement or nonconformities established at a site visit, along with proposals for measures, are reported to the management of each company and to both the respective business area management and Group management. The business area managers are also responsible for following up on the measures with the various companies in each business area.
Nonconformities in 2016 primarily concerning deficiencies in the physical working environment and lack of maintenance of machinery and buildings.
There were no cases of child labour, forced labour or any breach of other principles relating to labour law.
(The 87% is based on the workforce in 43 of 83 companies that have responded. These 43 companies represent 80% of the total workforce.)
We work hard to improve the working environment at all our plants to create a safe workplace and reduce ill-health. Our goal is to achieve workplaces where no accidents occur. The partial target is to have an accident rate of fewer than 6 accidents for every million hours worked by the end of 2018.
In recent years, we have intensified our focus on accident reporting. This has resulted in more companies improving their reporting of incidents and accidents. In 2016, 62 companies reported accidents to the Group, compared with 40 companies in 2015. The effect of the increase in reporting is that the accident figures have a visibly negative trend initially before the effects of the measures taken are seen. The lost time injury frequency per million hours worked was 10.1 (8.5) and sick leave was 3.8% (4.2%).
There have been no work-related fatalities.
Our operations are knowledge-intensive and subject to constant development, which means that employees need to continuously make use of the opportunity to develop their skills. Competence development is important for all companies within NIBE Group in order to secure efficiency and competitiveness.
A total of 190,000 (212,000) hours of training were conducted in various areas in 2016. This is equivalent to approximately 16 (20) hours of training per employee.
Human resources management within NIBE is decentralised with local HR units identifying training and development gaps and opportunities for the local employee population. We are not able to report training hours by gender and employee category at present.
In 2016 the reported total percentage of employees receiving documented performance and career development reviews was 60% (57%).
We have no data to report by gender and by employee category. At this moment we cannot break down these data into gender and employee categories.
Diversity and equal opportunity are part of NIBE's core values and our commitment to respect human rights. That committment applies to all levels and all companies within the NIBE Group. In an international group, you learn to respect cultural and social differences, and above all you learn that people have more in common than they have differences. Regardless of language, ethnicity, gender, age or background, everyone wants to be respected and have the same opportunities without any form of discrimination. We strive to work in a way that guarantees tolerance to differences and gives everyone the same opportunities for development, training and careers.
We have recently started to gather information about the Boards of Directors within the Group and today we can report statistics, even if the data is not complete.
The Board of Directors for NIBE Group consists of four men and two women. Their ages are between 56 and 65, with an average of 61.2. All are of Swedish nationality. The three business areas have informal boards of directors at BA level and formal boards at the different company levels, as some of the subsidiaries also have subsidiaries.
Equal salary for equal job between men and women is a basic part of non-discriminative practices. According to our increased focus on fairness and equality, we include equal remuneration, according to our policy, as a topic for discussion in connection with company visits.
We have limitied access to statistics and can not submit data at present.
Our supply chain is global, and legislation, culture and tradition can affect labour practices in different directions. We strive to find business partners that share our values concerning human rights, labour standards and health and safety. Labour practices assessment is part of our new evaluation system and is to be made before on-boarding of new suppliers of direct material. We have started to roll out new procedures and tools to the companies within the NIBE Group, but as the procurement organisation to a large extent is decentralised, it will take some years before this will be fully implemented. For existing suppliers we are planning assessment according to the same procedures and criteria as we use for new suppliers.
16% (percentage is calculated on suppliers of both indirect and direct material)
As responsible employers, all companies within NIBE Group must provide means and channels to report concerns and grievances and to handle these fairly. Besides local systems and procedures, NIBE also provides a common whistle blowing system that all employees can use anonymously.
No grievances about labour practices were reported in 2016.
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