The Nordic Community Builder cares about people

For Peab caring about people is fundamental to working sustainably. The area Social includes everything from external issues like local community projects for empowering young people to an internal perspective that spotlights our own employees’ wellbeing and development. The contribution to sustainable conditions for people starts with our own business.

Employees are Peab’s greatest resource

An attractive employer brand is based in ensuring good internal conditions for all employees. We want to build an including company together, one characterized by good development opportunities, diversity, equality, good leadership and a safe work environment – and at the same time achieve our ambition to be the best workplace.

Safe and secure work environment is our highest priority

The construction and civil engineering industries are complex and filled with risks. Our employees are our most important assets and their wellbeing at work is our responsibility as employers. This is why Peab’s work in the area of the work environment has top priority.

The industry’s best workplace must be safe and secure. Through working systematically with the work environment, which includes risk management and preventive measures paired with an exchange of knowledge and experience, we continue to strive to reach our zero vision for accidents on Peab’s work sites. Two important factors for success are good cooperation with the unions and regular follow-up. In 2017 we continued to develop this work through, for example, educational workplace revisions and quarterly follow-ups.

Peab has an annual focus week when everyone in Peab’s management visits workplaces to talk to employees and gain an understanding of the challenges and good ideas for solutions found there. This year 791 (615) managers and members of Group functions visited workplaces and 798 (662) discussion meetings were held about the work environment. The dialogues generated a number of improvement suggestions and the common denominator was the need for simplification and support. In other words, it should be easy to the right thing at Peab’s workplaces.

In 2018 we will continue to work on our zero vision for workplace accidents. We focus on early risk observations combined with preventive work, increased clarity and a more advanced follow-up of systematic work environment work (SAM). This includes initiating more in-depth work on developing a safety culture and continued work on connecting good leadership to cooperation. It is also important to underline the responsibility of the individual for their own and their colleagues’ work environment.

Continued work with organizational and social work environment (OSWE)

The aim of the comprehensive training of Peab’s managers in OSWE, initiated in 2016, is to provide them with better tools for delegating work environment tasks as well as for informing about factors that lead to unhealthy workloads. Safety representatives and supporting resources such as the HR department and people working with quality, the environment and the work environment also took part in the training. So far 459 people have been trained in OSWE. During the autumn of 2017 OSWE work was integrated into Group equal treatment work in order to underline the connection between the work environment and the work climate. This will continue in 2018 with a focus on raising competence and follow-up.

Recruitment challenges for both the industry and Peab

Recruiting the right skills continues to be a critical matter for the construction and civil engineering industry. This is why Peab took a number of initiatives in 2017 to further develop work on attracting, recruiting, developing and retaining expertise. Our long tradition of accepting interns from industry-related programs as well as practicing professionals is an important part in ensuring that the employees of tomorrow choose Peab as their employer. Peab also offers students at university level to do their master thesis at Peab. It is equally important to retain existing competence and ensure that employees choose to stay and develop in the Group.

Career map and competence development

In 2017 an extra effort was made to open lots of doors to personal development in the Group and make it more accessible for all our employees. We developed a career map in order to illustrate more clearly the different career paths in Peab. We will continue to develop the career map in 2018 by providing a good overview of the many career options available at Peab: from introduction and existing role to taking steps towards a new position. In order to provide the right foundation, customized and operations-related skills development is connected to the various career paths charted on the map.

Goal and developmental discussions are an important tool for employees so that, in dialogue with their supervisor, they can take responsibility for their own development. Our goal is that 100 percent of Peab’s employees have a goal and developmental discussion annually, and the latest survey (2016) showed that this was true for 75 percent of employees. This means that the area remains a priority in 2018 as well.

One of the most important projects of the past few years is the new leader development program within the concept Leading Peab. A total of 1,300 of Peab’s employees in leading functions have been trained in leadership development, 498 in 2017 alone. Besides developing individual leadership, the program has also led to good effects such as business development throughout the Group and more internal cooperation.

Experience and evaluations show the importance for a new employee of a good introduction to the business and their role in it. In 2017 1,119 (1,046) people participated in an introduction day for new employees aimed at broadening their knowledge about Peab’s operations and core values. A good introduction needs to continue out into the workplace. We are now working hard to create an ongoing introduction based on the needs of each role and we also plan to increase accessibility by digitalizing parts of it.


Intensive work with equality, diversity and equal treatment

In the past few years we have built the foundation for a more down-to-earth and systematic way of working with equality, diversity and equal treatment in Peab. Our starting point is UN’s Global Compact, Peab’s Code of Conduct and our core values.

One important part of this work is an active, often local, commitment to integrating immigrants into the labor force. Another is the decision to train all of Peab’s employees in equal treatment. At the end of 2017 we can conclude that this concrete, down-to-earth way of tackling a great challenge in the industry has resulted in major and material steps forward:

  • The equal treatment plan with its associated action plan against discrimination and victimization that we developed in 2017 has now been implemented. Goals and actions taken regarding equal treatment will be followed up as an integrated part of SAM from the start of 2018.
  • In 2017 3,380 employees were trained in equality, diversity and equal treatment, of which 2,796 within the Peab School. In addition there were courses focusing on ethics, cooperation, the work environment and safety culture. These will continue in 2018.
  • The percentage of women in the company continues to grow and it reached 13 percent (12) at the end of 2017, which corresponds to an increase of around 200 women.
  • Within the framework of the 100 club Peab offered internship to 61 (31) immigrants in 2017, of which 27 were later employed.

Annual salary survey to ensure equal pay

At Peab the nature, performance and skills level of an employee’s job decide their pay level, independent of gender, age or ethnic background. In accordance to Swedish law a salary survey is conducted every year containing an analysis of wages paid to women and men. Peab’s analysis of salaries paid in 2017 detected 49 cases of incorrect wages. Correcting this is underway. There are corresponding processes in Norway and Finland that follow the laws of each country.

The Peab School continues to contribute to the competence of tomorrow

Peab’s independent upper secondary school, the Peab School, continues to develop. In 2017 we consolidated our five units to three schools in Solna, Gothenburg and Malmö. At present we have 300 students in the upper secondary construction program and 100 students in the program Language introduction for immigrants. Statistics show that about 70 percent of the 800 students who have graduated from the Peab School have found employment, most of them in Peab. The founding idea of the school has been to create a high quality, modern upper secondary construction program with just as much focus on creating a secure, aware citizen as on creating a skilled and employable worker. Establishing fundamental values and sustainability issues play a special role in classes.

The Peab School’s cooperation with Utøya, Norway, continued in 2017 and will continue in 2018. It gives our students the chance to be useful to other youths in a Nordic cooperation and at the same time practice their construction skills as well as work with values and freedom of speech matters.

Broadening Peab School’s curriculum continued with customized education for adults, which can also be seen as another investment in recruiting competence and integration. In 2017 Peab School teachers taught 4,286 Peab employees about the Code of Conduct, our core values, the work environment, ethics and equal treatment – areas that are all a part of Peab’s workplace culture.

Internal commitment to mentorship

Peab’s long collaboration with the Mentor Foundation is based on the belief that role models and good guidance strengthen youths. In 2017 50 (26) of Peab’s employees were some kind of mentors. Besides the individual mentorship the cooperation also includes professional guidance for high school students through the concept Job Mentor, as well as seminars about parenthood for our employees. New for 2017 was that the immigrants in the Language introduction at the Peab School were given the opportunity to take part in the individual mentor program.

Sponsoring where it matters the most

Peab is deeply involved in sponsoring. It is particularly geared towards youth, innovation, diversity and our engagement usually has a strong local connection. In 2017 we greatly increased sponsoring of young people and social projects and in 2018 we will continue to develop sponsoring focused on contributing to the community where it is needed the most.

Continued humanistic commitment in the social debate

As a part of our responsibility as a community builder Peab continued to participate in the social debate in 2017 in order to ensure a safe, sound and attractive construction industry. Fundamental to creating the prerequisites for a sound industry where order reigns is establishing clear rules for all players on the Swedish construction market. The dialogue with politicians, labor market parties and other decision-makers also includes the industry’s competence recruitment challenges and job and education opportunities for young people.

Sustainability aspects

  • Health and work environment
  • Skills recruitment
  • Equality, diversity and equal treatment
  • Educating youths
  • Local community building projects
  • Mentorship
  • Sustainable sponsoring

In 2017 we continued to develop the work environment work through educational workplace revisions and quarterly follow-ups.


During the annual focus week on the work environment 798 dialogue meetings were held in order to learn about challenges and hear good ideas for solutions.

When Ylva Johansson,Swedish Minister for Employment, presented the government’s new regulations for workers posted in Sweden to the media in February
2017, she did it at one of Peab’s housing construction sites in Ulriksdal, Solna.

When the Gothenburg Award for Sustainable Development was awarded in November 2017 students from the Peab School participated with their vision for future sustainable cities.


In 2017 a third of Group employees received training in ethics and anti-corruption through courses suited to their positions consisting of both legal and practical cases.

Number of employees per country and gender

The chart shows the number of employees annually per 31 December. By the end of 2017 Peab had 14,344 (13,869) employees, of which 12.8 (12.1)% were women.

Peab in total

Employment status all employees

Women Men
2017 2016 2017 2016
Permanently employed 1,757 1,565 12,058 11,690
Project/temporary employees 87 113 442 501


Employment type for permanently employed

Women Men
2017 2016 2017 2016
Full time employees 1,666 1,454 11,984 11,610
Part time employees 91 111 74 80

Employees divided by employee category, gender and age

White-collar workers in management
per gender

Other white-collar workers per gender

Skilled workers per gender
White-collar workers in management by age
Other white-collar workers by age
Skilled workers by age

Work accidents and sick leave

Workplace accidents 2015–2017

Each quarter Peab has monitored the Group goal to halve the number of workplace accidents (those that result in at least an 8 hour absence) per million worked hours during the period 2015-2017 as well as the measures taken to achieve the goal. There were no fatal accidents at Peab’s workplaces in 2017.

Sick leave 2015–2017

Sick leave refers to total sick leave (short and long term). Work related illnesses among Skilled workers are primarily caused by load factors. The primary reason among white-collar workers is the organizational and social work environment.

Number of training hours

Per employee per gender
Per employee per employee category

The number of educational hours continues to grow. In 2017, 115 employees went through some form of training every day. The increase is mainly due to the Group’s major investment in courses in ethics, anti-corruption and equal treatment as well as the comprehensive educational program on environmental awareness. The result has also been affected by a rising number of employees and more and more courses being digitally registered.