Diversity and equal treatment
Everyone has the right to be able to live their life without being discriminated – at work, home and in their free time. We have analysed the risk of discrimination as a result of our operations. The risk varies somewhat depending on what group of people it concerns.
However, as an employer, preventing risks is not the only thing we must consider. We also pursue our conviction that a business characterised by diversity and which is free from discrimination is more innovative and better able to conquer challenges than an overly homogeneous one. As such, we have strict targets that our organisation be characterised by diversity and is free from discrimination, xenophobia and harassment. Our own work with diversity and equal treatment is governed by our Equal treatment policy.
The physical design of areas and buildings can also lead to the risk that people face discrimination, despite laws and regulations being followed. We are convinced that our properties and neighbourhoods will be more sought after if we design them so that they are good for everyone, what is called universal design. As such, we are a driver behind the UUA project (universal design of workplaces). Our goal is for tomorrow’s offices to be inclusive, and to leverage people’s differences and skills. Read more about the project here. (in Swedish)
We also set requirements that no discrimination may occur at our suppliers. All of the requirements for our suppliers are summarised in our Supplier Code of Conduct.
Our Employee Code of Conduct includes an exhaustive description of how we behave toward each other, our tenants, our suppliers and other people who are impacted by our operations.
Anti-corruption
Corruption in the Swedish property and construction industries is regarded as being widespread and extensive. We must therefore have a process that eliminates the risk of corruption and other improprieties in all situations. The anti-corruption work pertains firstly to our efforts to prevent all forms of corruption within the company, but we also set requirements on our suppliers having a systematic process to counteract corruption in their operations. Infringements are not acceptable and may result in disciplinary measures, termination or legal proceedings.
There is also a whistle-blower function to make it easier for employees and those outside the company to report suspicions of corruption or other improprieties. Click here to read more about the whistle-blower function.
Our responsibility for people and society
Our operations affect thousands of people. In particular, those who work for Vasakronan – both our employees and our suppliers. But we also affect all of the people that spend their time in and around our approximately 170 properties. Our operations are only sustainable if we ensure they have safe, sound and healthy work environments with good working conditions where nobody is discriminated against.
Good work environments
Work environment risks are present in all operations, but the size and severity of them can vary.
Our goal is to be the most attractive employer in the industry and have satisfied employees who are content with their workplace and their personal development. A poor work environment for our employees could lead to absenteeism and unnecessary human suffering. It could also lead to direct costs in the form of sick pay and to indirect costs in the form of loss of output for us as a company. When it comes to our own organisation, however, we can see that the risk of accidents or long-term illness is relatively small.
The risks are greater, however, for our construction and service contractors. Between 1,500 and 2,000 of the approximately 300,000 people who work in the Swedish construction industry are seriously injured each year. This is why we have joined the Håll Nollan initiative, a collaboration across industries with the vision that everyone should come home uninjured after a day at work. Read more about Håll Nollan’s initiatives for zero accidents in the construction industry. (in Swedish)
Occupational health and safety
Feeling safe and secure in their local surroundings is important for everyone. As employers, our tenants want to ensure that their employees have a safe and secure workplace and a safe and secure commute. This is becoming an increasingly important issue for companies to consider when selecting premises. Even our store tenants depend on the environment around their stores being perceived as safe and secure. That is why we are continuously working with different measures to promote safety and security – everything from alarms and surveillance to the design of entire areas in which we work with elements like street lighting, landscaping and paving. We also have a number of partnerships with other players in the cities in which we are operations, for example, City i Samverkan and Centrum för AMP. (Swedish)
Health and well-being
Most people spend a lot of time indoors, and the design of the buildings we spend our time in has a substantial impact on our health and well-being. Achieving this is about creating the right light, sound and air quality as well as working with the building’s physical design to promote movement and an active life.
Another important aspect for health and well-being is that the buildings are not comprised of building materials that contain hazardous substances or other substances that can harm a person’s health. As such, we are actively working to improve our tenants’ indoor environments.
Diversity and equal treatment
Everyone has the right to be able to live their life without being discriminated – at work, home and in their free time. We have analysed the risk of discrimination as a result of our operations. The risk varies somewhat depending on what group of people it concerns.
However, as an employer, preventing risks is not the only thing we must consider. We also pursue our conviction that a business characterised by diversity and which is free from discrimination is more innovative and better able to conquer challenges than an overly homogeneous one. As such, we have strict targets that our organisation be characterised by diversity and is free from discrimination, xenophobia and harassment. Our own work with diversity and equal treatment is governed by our Equal treatment policy.
The physical design of areas and buildings can also lead to the risk that people face discrimination, despite laws and regulations being followed. We are convinced that our properties and neighbourhoods will be more sought after if we design them so that they are good for everyone, what is called universal design. As such, we are a driver behind the UUA project (universal design of workplaces). Our goal is for tomorrow’s offices to be inclusive, and to leverage people’s differences and skills. Read more about the project here. (in Swedish)
We also set requirements that no discrimination may occur at our suppliers. All of the requirements for our suppliers are summarised in our Supplier Code of Conduct.
Our Employee Code of Conduct includes an exhaustive description of how we behave toward each other, our tenants, our suppliers and other people who are impacted by our operations.
Anti-corruption
Corruption in the Swedish property and construction industries is regarded as being widespread and extensive. We must therefore have a process that eliminates the risk of corruption and other improprieties in all situations. The anti-corruption work pertains firstly to our efforts to prevent all forms of corruption within the company, but we also set requirements on our suppliers having a systematic process to counteract corruption in their operations. Infringements are not acceptable and may result in disciplinary measures, termination or legal proceedings.
There is also a whistle-blower function to make it easier for employees and those outside the company to report suspicions of corruption or other improprieties. Click here to read more about the whistle-blower function.