Holmen's employees must be treated with dignity and respect. No discrimination or harassment in the workplace is permitted. Holmen's approach to gender equality, diversity and equal opportunities is clearly communicated in both the Group's Code of Conduct and in the company's HR Policy.


No form of discrimination is accepted

Opportunities to develop at work must be fair and equal irrespective of sex, transgender identity or expression, ethnicity, religion or other belief, disability, sexual orientation, age, nationality, political opinion, union membership, social background, health status or family responsibilities.

In cases where some form of discrimination or harassment has been discovered, the responsible manager is to investigate the causes and take action. The local HR department provides support and performs follow-up. Action plans are available.

Physical and organisational working conditions

Holmen is responsible for the physical working environment, work duties and the work organisation being designed, within reason, to suit the employees' physical capabilities. This must be ensured in systematic health and safety activity. Holmen takes special account of gender equality and physical accessibility in new investments and rebuilding projects.

Women in Holmen

The forest industry is a male-dominated sector. Holmen is working to achieve a better balance. The proportion of women in the Group is still low, just over 19 per cent. Of employees appointed in 2016, around 27 per cent were women. The aim for the proportion of women managers to be just as great as the proportion of women employees was already achieved in 2011.

Women in the management teams

The number of posts occupied by women in the management teams of the Group, business areas and mills is 18. There are two women in Holmen's Group management. The Holmen Board includes two women, both elected by the AGM.

Shortage of women operators

If the number of women in higher positions is to increase further, there is a need for the proportion of women operators to increase. These form the recruitment base for first-line managers. Holmen has started work on this, but it will take time to produce results. It is worth noting, however, that the proportion of women has increased in engineer training programmes, particularly those with a chemical focus.

Unwarranted pay differences

Holmen prepares action plans and pay surveys at the Swedish units accordance with the Discrimination Act. The company identifies any pay differences between women and men who perform identical or equivalent tasks. The survey is conducted to identify, remediate and prevent unwarranted gender-related differences in pay and other terms of employment. Where unwarranted pay differences have been discovered, action plans have been adopted in consultation with the union organisations.

Holmen AB, P.O. Box 5407, SE-114 84 Stockholm, Sweden.

Tel: +46 8 666 21 00  E-mail: info@holmen.com

  

Modern Slavery Act Transparency Statement

  

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