People.

We continuously evaluate risks and opportunities linked to our employees and people in our value chain. We work strategically with matters such as health and well-being, diversity and inclusion, and professional development.

Satisfied employees

Despite the challenges of the COVID-19 pandemic for employees and managers during the year, the most important key figures in the employee survey have improved further in recent years, to new record levels. These key figures reflect well-being, loyalty and pride among employees, and include factors such as collaboration, diversity and inclusion, engagement, leadership and development. Read more here. (SWEDISH: English version to be published mid-April 2022.)

Flexible workplace

Semcon’s ability to create sustainable innovation for our customers is based on the creativity and teamwork of our employees. The office workspace is an important place for inspiration and collaboration, but after a long period of remote working during the pandemic, there are valuable insights to consider. We have therefore adopted a new remote working policy that offers our employees the opportunity to alternate working between Semcon’s offices, onsite at the customer and remotely – based on what best suits the customer, team and individual.

In our value chain

Semcon’s Code of Conduct is to be applied also in relation to Semcon’s suppliers and subcontractors. Our Annual and Sustainability Report provides more information on how we evaluate our partners and work with corporate governance, regulatory compliance and business ethics. Read more here. (SWEDISH: English version to be published mid-April 2022.)

Human rights

Semcon’s human rights agenda is based on the UN Global Compact and the UN Guiding Principles on Business and Human Rights. The Semcon Group’s code of conduct sets out that Semcon respects human rights and that we work to ensure that Semcon does not cause or contribute to any human rights violations. Read more in our Annual and Sustainability Report (SWEDISH: English version to be published mid-April 2022.)

• Semcon’s Code of Conduct
• Semcon’s Whistleblowing policy
• Semcon’s Diversity & Inclusion policy

Our assignments in the life science sector most clearly show how we contribute to the social sustainability goals. Challenges in the form of an ageing population, lifestyle-related diseases and rapid technological progress increase, for example, the demand for user-friendly medical devices, quality-assured medicines and effective digital information solutions. This is an area in which we benefit many people in their everyday lives. Another important area of development is the possibility of changing the production, distribution and consumption of food in the food sector with innovation, data and digital technology.

Semcon’s focus on people means that we want to be involved and take social responsibility in all markets in which we operate. Within the framework of our CSR programme, Semcon’s employees can therefore contribute a total of 2,000 hours per year with knowledge and commitment to local CSR projects with a focus on societal benefits. The idea is that these projects will contribute to the UN’s sustainability goals by involving our employees in pro-bono projects such as local charity projects and social aid initiatives. Each part of the organisation has its own CSR representative who is responsible for planning and organising the activities locally.