At Holmen, we see diversity and inclusion as a strength. Through different perspectives we create a safe, creative, and sustainable workplace where everyone has the opportunity to grow.
Our values: courage, commitment, and responsibility
At Holmen, we build our culture on courage, commitment, and responsibility. These values create an open work environment where diversity and inclusion are a natural part of our sustainability journey – ensuring a safe and future-proof workplace.
Learn more about how we foster an inclusive and open company culture.
That’s why we work with behaviors linked to our values in both leadership and employeeship. Other important tools include team contracts, our goal-setting model, performance reviews, and succession planning.
For Holmen, diversity and inclusion are key pieces of the puzzle. We are convinced that an inclusive work environment ultimately results in greater customer value, stronger innovation, and higher profitability for Holmen.
Diversity and Inclusion in Holmen’s Recruitment Process
In an industry that is often homogeneous, we strive to break old patterns and reach more talent. We want to get better at showcasing our strengths and opportunities to groups that may not see us as a natural choice of employer. That’s why we actively work on how we market ourselves, what our job ads and career page communicate, and which recruitment channels we use.
To reduce the risk of bias, we do not use cover letters in the selection process – instead, we focus on skills and potential.
Read more about our competency-based recruitment process here.
Holmen has been working for many years to increase the proportion of women in the company. Traditionally, the forest industry has been a male-dominated workplace. But we are convinced that organizations perform best when there is a good balance between women and men.
Our efforts have paid off – for example, the proportion of female managers has doubled over the past ten years. We have also brought significantly more women into our management teams. But we are not satisfied yet and hope that more women will choose to join us. Among other things, we want more female operators and, in the long term, to increase the number of women in first-line management positions.
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