Page 17 - Mantena Annual report 2019

An attractive workplace
Mantena’s HR policy aims to provide attractive workplaces while also developing Mantena so we can achieve our vision of becoming the Nordic region’s most innovative total maintenance service supplier.
The HR policy offers guidance on attitudes and interactions within the company, and is intended to enhance the workplace both professionally and socially. Based on both human needs and the Group’s needs, Mantena aims to help develop the individuals, stimulate interaction and emphasise co-determination, innovation and competence. We value employees who show initiative and take responsibility.
We work to develop a workplace where employees are proud to work, and where we are all committed to the job, care for each other and help each other to improve.
Equality in Mantena
In our policies, we focus on maintaining equality in terms of pay, employment, promotions and education and training.
The Group wants a wide and diverse range of managers and employees, where individual qualities are respected and valued.
We have a conscious strategy of encouraging women and people with immigrant backgrounds to apply for jobs.
We ensure that women and men are offered equal opportunities to work on the different tasks. In a male- dominated industry with little staff turnover, it is difficult to increase the proportion of women. Unfortunately, there are few female applicants for operational positions. Most women are in management and administrative positions.
Mantena and ethics
Ethics and our code of conduct are an important part of our work on corporate social responsibility. We are against all forms of corruption and for transparency in financial transactions.
A regulatory framework has been established that forms
the basis for this work. The regulations are based on the UN Declaration of Human Rights and the ILO’s core conventions, as well as the Ten Principles of the Global Compact. Through the year, a new purchasing policy has also been established, which takes these requirements as a basis for establishing agreements with new and existing suppliers. Our requirements for suppliers are systematically reviewed and checked out before entering into a contract.
Our code of conduct and whistleblowing procedures have been reviewed and adapted to changes in Chapter 2A
of the Norwegian Working Environment Act, including a whistleblowing channel for external customers and suppliers.
The framework for our work on ethics and corporate social responsibility is set out in governing documents held in
the Mantena Management System. The tasks involved are described in the managers’ job descriptions.
Our social contribution
Our greatest contribution to society is to provide for sustainable and efficient transportation to meet future needs. Our main role in this big picture is to optimise maintenance to help trains run reliably and on time.
Mantena cares about social responsibility and takes this into account in governing documents, goals and plans. Our social contribution is reflected in many areas, including our emphasis on apprenticeships/recruitment and our cooperation with SOS Children’s Villages.
Mantena is an approved apprenticeship company for several trades. We see the intake of apprentices as an important part of our social responsibility. Taking on apprentices is central
to our recruitment policy and personnel planning, and also to our part in professional training in the industry. Combining employees with new knowledge and older workers with long experience is a good way to strengthen future skills.
Mantena has been supporting SOS Children’s Villages for many years. Every year we have assessed and agreed on various projects for support together with SOS Children’s Villages.
Sustainability and corporate social responsibility
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