Scania Annual Report 2011

52 SCANIA’S SUSTAINABILITY WORK
Competency, dedication and well-being
Scania’s success as a sustainable, profitable company is based on highly capable,
dedicated employees who undergo professional development and have a sense of
well-being – both in their work and private life.
Scania operates in about a hundred countries, and
nearly two thirds of its employees are found outside
Sweden. Clear values and shared principles tie together
the global organisation.
Scania’s objective is that the company shall be a
highly regarded employer with competent and dedicated
employees who work in a creative and healthy environment
where diversity and good ethics are cherished.
To make this possible, managers and executives are
trained in how they should apply Scania’s core values
and leadership principles in their day-to-day work.
Day-to-day human resource development
Continuous development of employee capabilities is vital
to Scania, which pursues this task as part of its dayto-day
work throughout the organisation. Most of this
learning occurs at the employee’s own workplace. Personal
dedication is paramount. Employees must have an
individual development plan and are responsible for their
professional development together with their respective
manager. Courses and training in such fields as leadership,
product knowledge, production engineering, the
environment and communication are largely carried out
by internal instructors, employees and managers.
Scania also engages in external collaboration to
ensure the company’s supply of the right expertise. The
company works together with university-level institutions
such as the Royal Institute of Technology in Stockholm,
Sweden and with other educational organisations where
Scania has operations.
Since 1941, Scania has operated its own industrial
upper secondary school. This school is now being
expanded and broadened, together with new partners.
Its ambition is to offer a high-quality technical upper
secondary education with a choice of vocational or
university-preparatory study programmes.
Seeking diversity and gender equality
Scania views diversity as a success factor, since it
provides greater access to different skills, experiences
and perspectives. This is why Scania strives to recruit
a wide variety of employees and managers. Scania is
also working to increase the share of female managers.
Recruitment to top management positions at Scania
mainly occurs internally. Those Scania managers who
are women will thus be part of the recruitment base for
Group management and the Executive Board.
Broader safety, health and environmental work
Scania works proactively to promote and improve safety,
health, the environment and the working environment
throughout the organisation.
The objective is to be a sustainable organisation by
providing safe workplaces, a sense of well-being and
the smallest possible environmental impact in order to
achieve the highest quality and long-term productivity.
Safety, health and the environment are an integral
element of all processes – from development and
production units to the sales and service network as
well as administration, for example human resource and
accounting departments. Quarterly reports are provided
to the Safety, Health and Environment Council, which
mainly consists of members of the Executive Board.
During 2011 Scania adopted a new Safety, Health and
Environmental Standard, which also deals with diversity
issues.
For Scania, it is important that employees feel secure
not only about their own health but also about their
families. At a number of locations, Scania thus offers
health care and health-related advisory services to
family members.
Scania also operates a health programme to increase
knowledge of lifestyle issues in southern Africa, where
HIV prevention is important. All Scania employees and
Medarbetare – arbetsskador globalt ENG
Number of injuries per
million hours worked
30
20
10
22.6
Global work-related injuries
22.1
17.7
19.1
15.0
0
07 08 09 10 11
Work-related injuries resulting in absences (Scania’s global industrial
operations) amounted to 15.0 per million hours worked during
2011. Sadly, during the year, Scania had one work-related fatality
in a service workshop in Estonia. Scania is conducting a thorough
investigation of the cause of the accident and will disseminate the
lessons learned throughout the company.
Report of the directors Scania 2011