Respect for human rights is a basic prerequisite for being able to generate value within Kommuninvest in the long term. We will work to prevent discrimination, promote diversity and equality, and ensure good working conditions.
The Company shall avoid causing or contributing to a negative impact on human rights in its own operations and address any such impact if it arises. Employees should be able to combine working life and their free time. Kommuninvest shall have good knowledge of, and compliance with, applicable legislation and labour market agreements. This involves, in particular, discrimination legislation, environmental legislation, legislation regarding public companies and legislation relating to business relations. No form of discrimination is tolerated within the Company.
Equality, diversity and development
Kommuninvest’s Gender Equality and Diversity Policy emphasises the importance of gender equality and diversity in the organisation, to ensure that the Company is an attractive employer for both current and potential employees. At the end of 2017, 49 (41) percent of the total number of employees were women. Of the managers, 38 (45) percent were women and, in the Executive Management Team, the proportion was 40 (67) percent. The aim is to be able to attract, retain and develop skilled employees – regardless of gender, ethnicity, religious belief, age, disability or sexual orientation.
An internal survey showed that, at the start of 2018, 18 percent of the Company’s employees came from countries other than Sweden. A total of 13 different countries are represented in the organisation.
Employee statistics – Kommuninvest Group
|Total number of employees, including those on part-time and
|Proportion of women/men – total||%||49/51||41/59||39/61|
|Proportion of women/men – all managers||%||38/62||45/55||58/42|
|Proportion of women/men – Executive Management Team||%||40/60||67/33||67/33|
|Average number of full-time annual employees (based on hours worked)||Number||91||85||78|
|Employment period <2 years (based on permanent employees)||%||17||14||25|
|Employment period 2-4 years||%||29||35||29|
|Employment period 5-9 years||%||28||25||24|
|Employment period >10 years||%||26||25||22|
|Participation in employee survey||%||95||84||94|
|Proportion of employees with university education||%||93||88||89|
|Proportion of employees who had development interviews||%||100||100||100|
|Proportion of employees who have undergone sustainability training||%||63||84||92|
1) Number of employees refers to the total headcount, including full and part-time employees, those on parental leave and temporary employees.
The total number of permanent and probationary employees was 96 at the end of 2017.
The year’s employee survey
The result of this year’s employee survey shows that Kommuninvest is an equal and non-discriminatory workplace, where employees feel considerable commitment to Kommuninvest’s social mission. Employees also perceive Kommuninvest as a workplace where you can combine work and leisure. Areas for improvement include the pace of work and stress, as well as internal communications. The 2017 Employee Satisfaction Index amounted to 68 (69) and the Employee Loyalty Index to 75 (this is a new measure) – combined, the Company had 81 percent satisfied and loyal employees, which is considered a relatively high value.
Sustainable daily life
Increasing absenteeism due to work-related stress and other psychosocial factors have caused Kommuninvest to initiate ambitious efforts within a programme we call Sustainable Daily Life. Within this programme, employees are offered a good physical and social working environment, training and daily exercise, health-inspired lectures, stress management, individual coaching and self-help programmes. Among other things, all employees are offered individual health and lifestyle reviews. Based on these, employees are given tools to establish a sustainable lifestyle in the areas where the need is perceived to be greatest. This can involve everything from sleep, diet, exercise and lifestyle to work-related concerns.
Kommuninvest opens the way into the labour market
It is not always easy for students to take their first steps into the labour market. Accordingly, each year, Kommuninvest gives two people an opportunity to gain some initial relevant work experience. Anyone is welcome to apply, but we prioritise highly qualified students who have a slightly higher threshold when entering the labour market. This may involve their ethnic background or disability, for example. The results from the first two rounds have been gratifying. Following their year-long internship at Kommuninvest, four people have permanent jobs with other employers in the financial sector, jobs that match their educational profiles.
Initiatives in the local community
Kommuninvest does not work with sponsorship in traditional terms, but seeks cooperation partners who have a pronounced social commitment, with an emphasis on ventures in Örebro, where the Company has its head office. We focus on activities involving education, culture and social inclusion and share our values in terms of gender equality, diversity and ethics. Initiatives include helping immigrant upper-secondary pupils with their homework, support for artistic endeavours within OpenArt, opportunities for football and horse riding for people with disabilities, as well as initiatives for immigrant women in the district of Vivalla.
Funding in support of increased social sustainability
In an increasing number of municipalities, strategic efforts are being conducted, focusing on social sustainability, as well as preventive efforts to address areas with significant social challenges, and associated social costs. Municipalities and county councils/regions are responsible for, and active in, a number of areas linked to social sustainability, including integration, education, health, gender equality and diversity. Through financing, the players in the capital markets are increasingly interested in supporting infrastructure ventures and initiates with a social impact. This is a trend that Kommuninvest is monitoring. In 2017, we participated, for example, in a pilot project led by the Swedish Association of Local Authorities and Regions (SALAR) on social outcome contracts.