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One challenge for our organisation is to create
a diverse workforce, and make full use of the
skills in our organisation and in society at large.
Another challenge is to offer all employees in the
Group the same high level of working environment.
challenge
We know from experience that it’s not enough just
to specify our requirements. We also need to follow
up and ensure that our suppliers are in fact complying
with our requirements. It’s easiest for us to influence
our direct suppliers, while longer supplier chains are
difficult to monitor, since we lack the necessary financial
relationship. In order to monitor further down the chain,
we need to have an agreement with the direct supplier.
Ensuring compliance
with our requirements
Follow-up of our own and
our suppliers’ operations
strategy
our own operations Our Code of Conduct sets out
our principles in the areas of human rights, labour law,
environmental practices and anti-corruption. The Code
is based on the company’s core values and the UN’s
Global Compact. All units and employees in the Group
have a duty to respect and comply with the Code
of Conduct. We have a whistleblowing system that
enables anonymous reporting of violations of the Code
without the risk of retaliation for the whistleblower.
During 2023, we have received and dealt with one
such whistleblowing incident. Our rules of conduct
concerning gifts and benefits are also made clear
in our entertainment policy and in our procedures.
Kinnarps has collective agreements covering all
employees in Sweden, France and Belgium, as well
as parts of the workforce in Denmark and Germany.
This means that 79% of the Kinnarps AB Group’s
employees are covered by collective agreements.
On the worker side, the corresponding figure is 100%.
In Norway, Kinnarps follows agreements between
Norges Hovedorganisation (NHO) and LO on a
voluntary basis. Trade union collaboration at Kinnarps
includes continuous dialogues with the trade unions
for the various agreement areas in which Kinnarps
has employees. In addition to those governed by
legislation, issues that are dealt with also include
reviews of the working environment, employee
well-being, pay policy, pay surveys, diversity and
inclusion, as well as input regarding the development
of the company in the short and long term.
DIVERSITY AND INCLUSION The Kinnarps AB Group
has a group-wide diversity policy which stipulates
that Kinnarps starts from a fundamental position
of the equal value of all people and that everyone
should be treated with respect and dignity, regardless
of human differences. Accordingly, we have zero
tolerance for any form of harassment or victimisation
that may occur in the workplace or in work-related
situations. Kinnarps has conducted a survey
of diversity and equal treatment in the workplace
based on employee statistics, results from a survey,
and documentation analysis of the company’s
policies and procedures. Based on this result, we have
developed a diversity plan with goals and actions. The
initiatives carried out include anti-victimisation training
courses for managers and safety representatives.