Our systematic work environment management
All our operations managers are responsible for running work environment initiatives for their operations. To provide support, there is a central department that devises systems around these issues. For there to be no reason for incidents and accidents to reoccur, systematic monitoring and root cause analyses are run via an IT tool rather than manually. This IT tool gives us better control and monitoring of measures being implemented as planned. We place a major focus on, and work constantly with, machine safety and ergonomics in our operations. The psychosocial work environment is investigated and monitored via health surveys.
Management and leadership training
Since 2014, Benders has run comprehensive initiatives to improve its systematic work environment management and health and safety management. Also from this date, resources have been allocated to creating a separate work environment function. Major effort has additionally gone into giving all managers the necessary skills to take responsibility for their work environments. This has taken the form of all managers receiving training in work environment legislation and Benders’ procedures. Today, to ensure the company’s management skills are maintained, there is continuous training of new managers. In 2020, owing to the pandemic and other factors, this training was temporarily suspended.
Employees in the centre
Every year, all managers have to hold personal development reviews with their employees. The aim is to discuss said development and how it can contribute to developing the company in the desired direction. Managers enter the completed reviews in the personnel system and report the extent of the reviews to the head of HR.
Trade union activities
To ensure that employee influence is exerted, the company values good dialogues with trade unions. Major changes and measures that are important for individual employees are negotiated with the local trade union representatives.
Policy on equality and victimisation
Benders strives to be a workplace where we are all assessed on what we achieve and do, not on pay, gender, religion or sexual orientation. Benders has thus established policies regarding equality initiatives and how we counteract victimisation. Benders distances itself absolutely from poor treatment and harassment. Our managers are informed of how, through the company’s ongoing work environment courses, we work in the areas of equality and victimisation. The tables on the next page present various employee breakdowns. The male-female breakdown in the various categories is similar to that in the rest of the industry. There is great potential to increase gender equality in all of these categories.
An example of us being on the way towards a more equal workplace is that, in recent years, we have gone from 0 to 3 female employees in our traditionally male-dominated stone-based sector. We see a positive trend!
