Kommuninvest offers clear and secure terms of employment that promote a sustainable working environment. Through clear mandates, a manageable workload and trust-based working time, we create a balance between demands and resources. Structures such as job descriptions, collective agreements and flexible working arrangements provide support in everyday life, while wellbeing initiatives and life-stage-adapted conditions promote long-term health and balance.

We apply a zero-tolerance approach to discrimination and work actively to ensure that everyone – regardless of gender, gender identity, age, ethnicity, disability, religion or sexual orientation – has equal opportunities to thrive and develop.

Discrimination, harassment and victimisation are prevented through training, responsible leadership and a safe reporting framework. We also work proactively through value-based dialogue and the continuous monitoring of inclusion in employee surveys.

It should be possible to combine parenthood, life transitions and personal commitments with professional life. We offer conditions adapted to different stages of life – from early parenthood through to retirement.

Employees at different life stages should be able to balance their professional and personal responsibilities without compromising health or performance. This may involve flexible arrangements, temporary adjustments to assignments, or support when returning from leave.

We have high expectations of our leaders’ ability to translate values into action and create trust.
Our managers are trained in ethical leadership and are responsible for fostering a culture of respect, openness, and learning.

We promote a sustainable digital work environment where technology is used responsibly. The use of AI is governed by clear guidelines ensuring transparency, fairness and information security.

We actively ensure that technology enhances efficiency without causing ill health, privacy risks or imbalance in everyday work.

We monitor diversity in terms of gender, age and background, and work to reflect the society in which we operate.
We combine data, dialogue and reflection to continuously strengthen our capacity for inclusion – both as an employer and as a societal actor.

Health and well-being are central to our responsibility as an employer. We take a preventive approach through counselling services, stress management and targeted support initiatives. Managers receive training in sustainable leadership, and we work actively to reduce the stigma surrounding mental health.

We work long term with skills mapping, succession planning and internal mobility to secure the right competence over time – particularly in roles of business-critical importance. Knowledge transfer takes place through close collaboration between managers, HR and the wider organisation.

We work systematically with pay reviews and targeted measures to ensure that pay decisions are free from unjustified differences. Pay and employment conditions should reflect competence, responsibility and performance – not gender, age or any other irrelevant factor. All managers are trained in objective pay setting, and we strive for transparency in our principles for pay and performance.

We take a structured, data-driven approach to ensuring fair and objective pay. Through annual pay surveys, we analyse differences between groups and address any unjustified variations. Our pay model is transparent and performance-based, and we report our gender pay gap openly as part of our ongoing monitoring of gender equality.

Through competency-based and anonymised selection methods, we ensure equal recruitment. All employees are offered equal access to development opportunities.

We foster a learning culture where skills development is part of everyday work. Every employee has access to development dialogues, needs-based initiatives and opportunities to broaden their skills within the scope of their role.

We recruit through structured, competency-based and anonymised processes, promote internal mobility and support the development of all employees regardless of background – with data-driven follow-up to ensure fair allocation of resources.

We prioritise a lively dialogue with our employees through structured conversations, surveys and safe channels for raising issues.

All employees participate in recurring performance reviews and annual employee surveys. We promote a culture where feedback is seen as part of learning – both between manager and employee and between colleagues. We also offer the opportunity for anonymous feedback and participation in change management.

Our work environment management is systematic, preventive and long-term. We carry out regular work environment rounds, risk assessments and collaborate closely with safety representatives and union representatives. In the event of major changes, special analyses are carried out. Health and safety goals are followed up annually and improvements are driven continuously.

At Kommuninvest, inclusion is an integral part of our culture and leadership. We strive to create a work environment where everyone feels welcome and has equal opportunities to develop. Differences are regarded as an asset, and we strengthen participation through language support, internships and community engagement initiatives.

Through Door Opener programmes, internships and language support, we promote inclusion and contribute to a sustainable working life – both within and beyond our organisation.

We collaborate with organisations and educational institutions to create more pathways into the labour market. This is part of our broader social responsibility and also helps to widen the recruitment base for future skills needs.

Kommuninvest conducts systematic, preventive and long-term work environment management to ensure a safe, healthy and sustainable workplace – both physically and psychosocially. The work is carried out in line with work environment legislation and in close collaboration with safety and union representatives.

Through regular workplace reviews, risk assessments and analyses in connection with major organisational changes, we identify and address potential risks at an early stage. Work environment aspects are taken into account in everything from premises planning to digital tools, and are continuously followed up through dialogue with employees and safety representatives.
We also promote health and well-being through counselling, wellness initiatives and stress prevention measures. Each year, we compile a personnel and health report summarising trends, goal follow-up and planned actions for continuous improvement.

We respect the right to organise and view dialogue with trade unions as an essential part of a sustainable working life.
Kommuninvest has established structured channels for collaboration with trade unions, ensuring that employees have the opportunity to access union information, attend meetings and carry out union duties during working hours.
Constructive trade union collaboration fosters openness, transparency and long-term commitment in important decisions.