Sustainability at Glaston

2022 key information

During 2022, the number of Glaston personnel developed moderately and in accordance with the strategy, and there were 783 (750) Glaston employees at the end of the year.

At the end of 2022, Glaston had operations in nine countries, of which the three largest, by employee numbers, were Germany, Finland and China. Employee turnover in 2022 was 6.0% in Germany, 7.8% in Finland and 7.7% in Switzerland. Most employment relationships are permanent. The average age of personnel is 44.5 years.

Of Glaston’s personnel, 85% are men and 15% are women. At the end of 2022, 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’s non-financial targets is to raise the employee engagement rate to more than 75, on a scale of 1–100, by 2025.

In early 2022, the current state of employee engagement began to be measured with the aid of an employer image survey. A revised One Glaston survey, which  measured Glastonians’ engagement with the company, was condcuted towards the end of the year.  The results showed an engagement rate of 70.

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 2022, as there was a total of 6 accidents at work or on a business trip leading to lost time. The  accident frequency was 3.9. 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.

The company’s diversity plan, prepared for 2023–2025, states as an objective the creation of a diverse and inclusive work environment for employees of different background and gender, to enable Glaston and Glastonians to 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.