Peab builds for people

Peab builds for people. Everything we do should contribute to sustainable community development focused on human needs. We want to build sustainable and safe living environments, produce infrastructure that works for everyone and participate in developing sustainable materials and methods at reasonable costs. We also want to contribute to equal opportunity for all young people and the integration of skilled, immigrant employees. To do this we start with our own organization by providing a good work environment, inclusive workplaces and opportunities for development for all.

Everything starts with our employees

Everything we do starts with our employees. Our offer is built on and formed by talented people. It is incredibly important to Peab that all our employees feel they have a safe, meaningful and developing job. We want to be able to attract skills from the entire population by being an inclusive, equal opportunity company where everyone can grow and every individual is supported by good leadership. These factors create the best workplace.

Safe, secure workplaces and employees that enjoy their jobs

Like the construction and civil engineering industry in general, Peab’s employees are exposed to risks at work. Peab has a vision of zero workplace accidents, which means work on the work environment, safety and health has top priority. Compared to last year the number of accidents (definition: more than 8 hours absence, per million hours worked) dropped from 15.1 to 14.2 in 2018. We will continue to work systematically and proactively every day with risk observations, risk assessments, risk management and other preventive measures in our daily operations in order to prevent incidents, accidents and injuries as well as promote health and well-being. Whenever we discover a risk we report and remedy it as part of our systematic work environment work (SAM) that includes important follow-up. All our 14,614 co-workers (100 percent) at Peab’s workplaces are covered by a health and safety management system. The system is only reviewed internally.

Peab wants to prioritize preventative work environment efforts and in 2018 an extensive project was carried out to increase risk observation reports in our organization. This is done through an AIR system (Accident and incident reporting). It resulted in a notable increase in the number of observations and Peab received valuable new information on mechanisms that can cause, but above all prevent, risks. Understanding cause and effect is vital to to working proactively and encouragingly. Therefore the first stage of a Group project, created within the framework of focus area Secure business and aimed at improving the safety culture in Peab, was carried out in 2018. The overriding goal of this long-term project is to achieve our vision of zero workplace accidents by increasing awareness and changing risk and safety behavior. The project is based on current research with firm ties to our local operations in Sweden, Norway and Finland.

This year Peab’s annual health and the work environment focus week, when members of Peab’s management visit workplaces, was held in August. Discussions during the week give us an understanding of the challenges as well as the good examples of what feels safe, healthy and secure. In 2018 managers and members of Group functions visited 558 (791) workplaces and 940 (798) discussion meetings were held on the work environment. The dialogues were largely about how we can be better at listening, being considerate and being able to ask for help; subjects of discussion that led to more of our employees than ever before saying they felt like they had been included.

Competence challenges for both the industry and Peab

The construction and civil engineering industry is in sore need of people with qualified skills. Competition is intense and the industry continues to face major challenges in mirroring society’s diverse composition. In 2018 Peab further developed our work to attract, recruit, develop and retain competent employees. Working together with educational facilities is crucial to attracting new skills and Peab continually tries to develop the framework and scope of this cooperation. Some examples are internships for both university graduates and vocational studies students, tutorial help with master’s dissertations and collaboration in different development projects. Our most important mission, however, is to make sure that the employees we already enjoy their work and can develop at Peab. Nothing matters more important than our employees.

Norwegian trade collaboration for more young house builders

In 2018 Peab and a number of other construction companies in Norway collaborated with all the high schools in Oslo to create an entirely new kind of trade training. For a few days 800 ninth graders from 49 schools were taught how to build houses. The hope is that this unique project will inspire more young people to get an education in construction or civil engineering.

Popular Peab course at Finnish Metropolia University of Applied Sciences

In the autumn of 2018 Peab arranged a five-credit course at Metropolia University of Applied Sciences in Helsinki. The course included responsible allocation on construction sites, diversity, communication, goal orientation and handling challenging situations. Leaders from Peab were also some of the lecturers. Around a hundred construction students participated in the course which ended with presentations of group projects at Peab’s offices in Ultimes Business Garden in Helsinki.

The importance of a good start

We know that our new employees need a proper introduction to both our business and their role in it in order to get a good start. It is particularly important for young people who may have never had a job before. In 2018 730 (1,119) people participated in an introduction day for new employees aimed at broadening their knowledge about Peab’s business and core values. A digital introduction was also offered as a complement. More sections of the introduction will be digitalized and supplemented with a local introduction package in 2019.

Compass guides more employees on their career path

In 2018 Peab further developed the career map we began to work on the year before to ensure that all our employees can identify their career path. While Peab’s broad range of operations offers endless possibilities for development, employees need to be able to see and comprehend how each of them can grow in their profession and advance in their career by combining work experience with education and training. The purpose of the career map is to illustrate how new career paths can materialize through relevant development measures. In 2018 we launched the Group’s new Learning Management System “Compass” in which all employees in all professions can, through flexible digital solutions and a broad range of possibilities, participate in their own development planning. One of the targets for 2019 is to include our employees’ goal and developmental discussions in the system and thereby have a natural connection to career and competence advancement.

Diversity and equal treatment – more relevant than ever

In 2018 we continued our comprehensive and awareness-raising work with equality, diversity and equal treatment in Peab based on the UN Global Compact, Peab’s Code of Conduct and our core values. In addition, quantitative goals for gender balance were established for each business area as our strategic and operative work with diversity, equality and equal treatment continued.

All employees should know what’s what at Peab, be aware of their rights and obligations and feel a responsibility to hinder discrimination, offenses, harassment, sexual harassment and mobbing by standing up for our core values and promoting equal treatment and inclusion. We have chosen to build up knowledge and responsibility through dialogue with our employees based on our equal treatment plan. Part of Peab’s Ethical Council’s responsibility is to ensure that reports of victimization, harassment and discrimination are investigated by impartial expertise, usually an external investigator. In 2018 2,054 (3,380) employees were educated in diversity and equal treatment, which means altogether around 7,000 since the methodology was introduced in the autumn of 2015. The education will continue in 2019.

The entire industry has diversity problems and Peab is no exception. Gender balance is a particular challenge. Women still only make up 13 percent of our employees which means we need to step up the tempo of change in 2019. The Group has set tough targets regarding gender balance which provides a platform for more rapid development.

Another important part of diversity work is our commitment to integrating immigrants into the labor force. By the start of 2018 Peab had achieved the goal of the 100 club and noted that more than a hundred adult immigrants had received internships and/or jobs since the start of the program in the autumn of 2015. At the same time 100 young immigrants took the Peab School’s Language introduction course. We have seen the valuable skills immigrants bring to Peab and will continue the integration process in 2019.

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 salaries paid to women and men. Peab’s analysis of salaries paid in 2018 detected 23 (49) cases of subjectively set salaries. These salary differences were corrected immediately. There are corresponding processes in Norway and Finland that follow the laws of those countries.

The Peab School educates youths and adults

The Peab School, which is made up of Peab’s three independent upper secondary schools, continues to develop and in June 65 (109) students graduated. In 2018 there were about 240 students in the construction and civil engineering program, 50 in the introduction program for vocational training and 90 students in the program Language introduction for immigrants. This means that so far 930 youths have received their upper secondary education through us and that about 70 percent of them have found employment, most of them at Peab. Having access to internships at Peab’s workplaces with our trained counselors is a key factor for success. In January 2018 all the Peab Schools underwent an extensive examination by the Swedish Schools Inspectorate without a single criticism, which is a confirmation of the level of our engagement over many years in education for youths. Peab continued to collaborate with the Mentor Foundation in 2018 and 40 (50) of Peab’s employees were mentors in some way.

Peab’s long-term investment in our own schools has been broadened to include adult education and in 2018 the Peab School’s subsidiary with trained, experienced teachers taught 3,301 Peab employees about the Code of Conduct, equal treatment, our core values, ethics, the safety culture the work environment and held language courses. It looks like this number will grow further in 2019.

Local engagement in young people

For the past couple of years the sole focus of Peab’s guidelines for sponsoring has been on young people and diversity, with a strong local connection. In 2018 we carried out 26 local community building projects aimed at creating meaningful free time, employment and inspiration for youths’ approaching work life. In 2019 Peab’s local engagement in young people will develop into a completely new concept: Peab Life.

Sustainability aspects

  • Health and the work environment
  • Skills recruitment
  • Equality, diversity and equal treatment
  • Education for the young
  • Mentorship
  • Mentorship
  • Sustainable sponsoring and Local community building projects

In December 2018 we concluded our three-year participation in The 100 Club where we promised through a statement of intent to the Swedish Public Employment Service to offer internships or jobs to 100 immigrants. At the end of the year we reached our goal with 102 participants, thanks to the huge commitment by our entire organization. Integration initiatives like The 100 Club are an important part of our role as community builder but above all they are a valuable component of our skills recruitment.

Nordic collaboration around vocational training

In September Peab and the Peab School received a visit from a large delegation from Finland. Included among the visitors were Aleksi Randell (CEO of the Confederation of Finnish Construction Industries RT), Matti Harjuniemi (Chairman of the Finnish Construction Trade Unions) and Pia Pakarinen (Assistant Major of Helsinki). The purpose of the visit was to study Peab’s model for vocational training where business takes considerable responsibility for forming future employees by running its own school. The visit was the first step in exchanging experiences between the countries regarding the shape of modern vocational training in the future.

Successful summer vacation project

During two summer weeks a group of high school students in Solna got the chance to try on the construction business. They renovated the youth center and block courtyard Byparken under the guidance of Peab counselors and Peab School construction teachers. At the reopening the contented youths said the best part was working together and the counselors. The project was a collaboration between Peab and Solna City.

“This means so much to our young people. It builds up their confidence and prepares them for the future,” says Ulla Johansson, Head of the Labor Market in Solna City.

“The summer vacation project in Solna is great example of how the community and business can create opportunities for youths by working together,” says Maria Hernroth, Head of Sustainability at Peab.

Information on employees/other workers

GRI 102-8

Data was gathered from the HR systems in Sweden, Norway and Finland and summed up afterwards.

Number of employees per country and gender

The diagram shows the number of employees annually per 31 December. At the end of 2018 Peab had 14,614 (14,344) employees, of which 13.3 percent (12.8) were women.

Sweden
Norway
Finland
All of Peab

Employment status all employees

Women Men
2018 2017 2018 2017
Kvinnor Män
2018 2017 2018 2017
Permanently employed Tillsvidareanställda 1,845 1,757 12,252 12,058
Project/temporary employees Projekt/ visstidsanställda 95 87 422 442

Employment type for permanently employed

Women Men
2018 2017 2018 2017
Kvinnor Män
2018 2017 2018 2017
Full time employees Heltidsanställda 1,752 1,666 12,146 11,984
Part time employees Deltidsanställda 93 91 106 74

Employees divided by employee category, gender and age

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

Diversity in the Board of Directors and executive management (gender and age)

GRI 405-1

Gender
Age

Number of training hours

GRI 404-1

Per employee by gender
Per employee by employee category