Sustainability at Glaston

2023 key information

During 2023, the number of Glaston personnel developed moderately and in accordance with the strategy, and there were 802 (783) Glaston employees at the end of the year.

At the end of the year, Glaston had operations in nine countries, of which the three largest, by employee numbers, were Germany, Finland and China. Employee turnover in 2023 was 8.2% in Germany, 3.9% in Finland and 13.1% in Switzerland. Most employment relationships are permanent and the average age of personnel is 44.3 years.

Of Glaston’s personnel, 84% are men and 16% are women. At the end of 2023, there were five men and two women on Glaston’s Board of Directors, and three of the nine members of the company’s Executive Management Group were women.

Employee engagement

Engaged employees play an important role in achieving strategic goals. One of the Group-wide strategic targets is to raise the employee engagement rate to over 75 (on a scale of 0–100) by 2025.

The company conducts an annual personnel survey to measure Glastonians’ engagement with the company. The 2023 results showed an engagement rate of 70 (0–100), which is a good outcome.

Wellbeing and safety at work

Glaston attends to the health, working capacity and safety of its personnel in many ways, and actively monitors occupational safety.

Occupational safety is high on our agenda and we have set a Group-wide occupational safety target of zero lost time accidents. We did not achieve this target in 2023, as there was a total of ten accidents at work or on a business trip leading to lost time. The  accident frequency was 6.3. The most typical accidents are hand injuries, such as cuts and various sprains.

Diverse and inclusive work community

The diversity and equality of personnel is important for Glaston’s success. Glaston is a global company and its personnel have diverse backgrounds and cultures, which we view as our strength. Glaston operates in the technical field, where the gender distribution has traditionally been strongly male-dominated. We seek to actively enrich the diversity of our work community, both in terms of the gender of personnel and other individual background factors.

Inclusion, i.e. participation in the work community, being seen and heard, and the fact that everyone can feel safe and express their own thoughts, is an important component in ensuring the well-being of Glaston employees. Glaston considers it important to develop operating practices and processes to better take into account possible unconscious biases in them. For Glaston, inclusion also means both that we know each other and Glastonians’ skills and strengths well. This way, the company can better involve people in different projects and roles in which they can succeed.

Remuneration

As a rule, all of Glaston’s personnel are covered by an annual bonus scheme, and bonuses are determined on the basis of Glaston’s financial performance. In addition, the reward scheme includes the Glaston Way awards, which are based on good work performance supporting the achievement of strategic goals in line with the company’s values.