Employees and intellectual capital
Material topic 11Sufficient technical staff, IT staff Strategic priority
| Why is this topic relevant? Scarcity in the labour market and ageing within Stedin Group make it necessary to train existing or new staff ourselves. We invest in strategic personnel planning, have an in-house training school and seek staff in unconventional places. Connection to risks (R) and opportunities (O) R: Unavailability of enough people with the required technical competences | |||
Material topic 12Training and development Strategic spearhead
| Why is this topic relevant? The changes in the energy landscape are far-reaching and proceed rapidly. Our employees need to be and remain professionally competent so as to contribute to our mission. We promote a culture in which learning can take place continually and at any time. Connection to risks (R) and opportunities (O) R: Unavailability of enough people with the required technical competences | |||
KPI | Target for 2019 | Implementation in 2019 | Target for 2020 | Where can you read more about this topic? |
|---|---|---|---|---|
Inspired and committed employees (on a scale of 1 to 10) | Inspired 7.5 | Inspired 7.5 3.3% (145 interns) | Inspired 7.5 > 1% of workforce | Results: Governance: |
Material topic 13Safety at work and in the environment Strategic spearhead
| Why is this topic relevant? Working on the energy infrastructure involves numerous risks, which is why safety remains a priority, and why Stedin Group invests in knowledge, professional competence, safety measures and a good safety culture. This way, we ensure the safety of our customers, employees, contractors and hired staff. Connection to risks (R) and opportunities (O) R: Impact of accidents | |||
KPI | Target for 2019 | Implementation in 2019 | Target for 2020 | Where can you read more about this topic? |
|---|---|---|---|---|
Lost Time Injury Rate (LTIR) | ≤ 1.95 | 2.19 | ≤ 1.95 | Results: Governance: |
Recordable Incident Frequency (RIF) | ≤ 0.90 | 1.00 | ≤ 0.90 | |
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