CSR 2012 Engelsk 1
CSR GOOD WORK ENVIRONMENT GOOD WORK ENVIRONMENT
Mimer’s business is dependent on committed employees who share and live to the company’s values. To become Sweden’s best housing company requires that employees have dedication and excellence. I tive employer. We need to develop and retain the best employees and attract future talent.. n order to meet future skills Mimer needs be an attracLEADERSHIP In 2012, we developed company-wide guidelines on leadership. They describe the competencies, which approaches and which qualities we want in our leaders. Competencies will be inventoried annually while the approach is discussed in employee development and salary discussions justification. Properties are an important criterion when recruiting. Examples of approaches for leaders in Mimer: • Be businesslike in all situations • Live to our values, be a good example • Respect for different views • One Mimer, the combined company is more important than its parts LEADERSHIP DEVELOPMENT Leadership is central to the employees and the company’s development. Leaders should challenge employees to develop and ensure the clear link between the goals and the individual’s motivation. Our managers are change leaders, not project managers. To facilitate their important mission, we offer individual leadership development, based on needs. All managers within Mimer meet regularly in leadership seminars to jointly develop leadership. During the year they worked closely regarding motivation and inner values. EMPOWERMENT Engaged employees are a prerequisite for success. Mimer is working with strategy long-term based on company values. Mimer, as an employer offers good development opportunities for employees. The aim is to achieve a high and consistent level of competence among employees. Each department maps competencies and takes a critical look at what is happening in the outside world. We follow this by providing internal and external training and experience exchanges. During the year, each employee had to complete a personality profile and each department a team analysis. From this the company has worked with team development and developed a coach card where employees’ strengths are defined. By learning about each other’s differences and what they can contribute, the understanding of diversity has improved. To increase cooperation between different departments we have introduced Måltid. Three employees from different departments have lunch together and talk about how they can work together to improve the company. The discussions are documented and the Managing Director follows them up. something we call ONE- träffar, based on our core values: care, innovation, commitment. We meet around our mission, our vision and our values. This concluded with common tasks carried out in cross-functional teams. Four times a year, the whole company gets together into 63 Female employees Male employees 49 16 Bostads AB Mimer Årsredovisning 2012 16 Bostads AB Mimer Sustainability Report 2012 Åldersfördelning 19 29 48 -29 30-39 40-49 50-59 60Age distribution 13 3 Number of employees Age Male -29 30-39 40-49 50-59 60Totalt 0 (0) 7 (4) 9 (8) Female 3 12 7 (2) (11) (7) 4 (4) 63 (59) 49 (46) 3 19 Totalt (2) (15) 25 (26) 23 (22) 48 (48) 22 (21) 29 (28) 13 112 (105) (12)