We work together with our approximately 15,000 service and project professionals to make Caverion a success. Our people work according to our purpose – enabling performance and people’s wellbeing in smart and sustainable built environments. In 2021, we continued to build our capabilities in becoming a leading service company and selective master of projects as well as being a forerunner especially in digital solutions and smart technologies. To achieve these ambitious business targets, we want to become the most attractive employer in our industry both for our current employees as well as our potential future employees.
Our customers appreciate Caverion’s service mindset, as well as our ability to respond quickly and solve the challenges of our customers in an efficient way.
To make sure this happens, we have introduced key principles in terms of people management as well as guidance on safety, reward, leadership and many other important people practices. All of Caverion’s activities are compliant and guided by ethical principles.
The personnel’s rights and responsibilities include the right to a safe and healthy working environment, wellbeing as well as the prohibition of any kind of discrimination. We value a diverse workforce and want to enable the same opportunities for all.
Our people are the interface to our customers in everything we do. We want to offer a working environment where everyone can perform at their highest potential and provide an excellent service experience to our customers. In 2021, we further strengthened our common ways of working across our divisions and have developed our reporting in many people management areas. The pandemic, megatrends, the world economy, and the increasing focus on sustainability have had a big impact on our business and working conditions.
We have continued working on our strategic focus areas in 2021:
Our culture shapes how we run our business, how things get done and how we communicate and treat each other. It describes what we care about, the things in which we are willing to invest, and the things that define us as a team. During 2021, we worked on our new values and value-based behaviour that set the foundation for our way of leading and working together. These will be published as part of our updated strategy in May 2022.
We train and develop our people continuously. In 2021, our various development programs and training sessions had a total of 42,000 participants. We offered nearly 10,000 training and development events for our employees. During the year, we also offered apprenticeships to more than 800 young potentials across our company.
The second Caverion cross-mentoring program with mentees and mentors from four different divisions continued until June 2021. The aim of the mentoring program was to accelerate the development of key individuals and share best practices in business-critical areas, such as customer service, performance management, the service and project business as well as leadership-culture based on strategic targets. The program is highly appreciated across the company and will continue in 2022.
Our strong commitment to ethical business practices forms the basis for responsible business conduct. In accordance with our Code of Conduct, we encourage an open and collaborative atmosphere at work. A zero-tolerance approach is applied to discrimination, harassment or any unlawful act.
We support and respect the internationally proclaimed and safeguarded human rights including the following:
We care about creating an inclusive work environment for all. Therefore, our Code of Conduct also provides active guidance towards improved equity and promotes gender equality and diversity in all aspects, as described above.
In 2021, a company-wide Code of Conduct eLearning was rolled out to all employees with an excellent completion rate of 92%. This training is also part of our employee onboarding during the first week of employment.
We respect people as individuals, embrace difference and foster inclusion. In fact, diversity, equity and inclusion are high priorities for Caverion and therefore the work to enhance these topics is an integral part of our target to create a Building Performance culture and to become the most attractive employer. To us, diversity and inclusiveness are critical elements in creating value for our customers, business partners, employees and shareholders.
Wherever we operate, we are committed to creating a working environment that is inclusive, fair and flexible, and promotes personal and professional growth. Due to our industry, we also want to pay special attention to gender equality and our ability to offer an interesting and safe working environment for all.
We have a company-wide reward strategy, which is designed to support our intention of having top performance at every level within the guiding principle of Pay for Performance. The key reward principles, reward elements and practices are described in our Reward Guidelines, which are available to all our employees in local languages.
In 2021, our key reward focus was on the transfer of the Caverion wide annual reward and performance processes into our new people management system, allowing us to further harmonise our Pay for Performance implementation across our countries and bringing us one step further on our digitalisation journey.
Caverion’s reward structure has different elements. The base salary is based on job responsibilities, individual performance and competences as well as a local market benchmark. Short-term incentives reward the achievement of clearly pre-defined and measurable key strategy-based targets, promoting the annual performance, continuous improvement and collaboration. Management and most of the salaried employees are included in a performance-based Group Short-term Incentive, Project Incentive or Service Incentive plan.
Through this process, all our employees gain an understanding of how they can contribute to Caverion’s success, what is expected from them, and how they can develop their competences and performance.