Dedicated employees with diverse backgrounds play a crucial role in creating the innovative corporate culture necessary for Electrolux to be successful and reach the targets. The Electrolux leadership model clearly acknowledges that the path to success begins with people.
Dedicated employees and outstanding leaders play a crucial role in Electrolux achieving the Group's targets and vision. A strong set of values forms the foundation for all operations. In addition, employees are driven by a desire to improve people’s lives and contribute to sustainable development — the Electrolux Purpose.
An innovative corporate culture with dedicated employees from diverse backgrounds provides Electrolux with the right competencies and creativity to develop successful consumer relevant appliances across the globe. At the same time, it is important to contribute to sustainable development for current and future generations in a world that is evolving at an increasingly rapid pace.
The spirit of innovation that began with Electrolux founder Axel Wenner-Gren still characterizes the company today. Wenner-Gren’s success was built on proximity to consumers and the ability to identify new business opportunities. These factors in combination with a strong set of values form the core of the Group’s operations. Employee passion for innovation, consumer insight and motivation to achieve results set Electrolux apart.
Strong, committed managers play a decisive role in the successful execution of the strategy. The Group’s leadership model clearly states that leaders at Electrolux have the responsibility to be both business and people leaders.
In 2014, implementation continued of the global training program called Coaching for Performance with the goal of developing leaders and employees. The program is crucial to efforts within Electrolux to build a feedback culture.
Recognition as the best appliance company by our employees is an important vision for Electrolux and the Electrolux Employee Engagement Survey (EES) is a key tool for measuring this. In the EES, employees evaluate various aspects of the Group's corporate culture, such as leadership, teamwork and employee commitment. During 2014, both production and non-production employee responses were included in the survey results for the first time. Having Group-wide participation and feedback in this way allows Electrolux to assess its performance internally and externally against other high-performing organizations. The results of the survey are used to improve business operations. The EES is a key tool in becoming a high-performing learning organization.
Electrolux offers opportunities to pursue a career in a global company with a strong focus on quality, innovation, design and sustainability.
| 2014 | |
| Europe, 35% | 35 |
| North America, 18% | 18 |
| Australia, New Zealand and Japan, 3% | 3 |
| Africa and Middle East, 8% | 8 |
| Latin America, 30% | 31 |
| Southeast Asia and China, 6% | 6 |
| 10 | 11 | 12 | 13 | 14 | |
| Incident rate | 2.1 | 1.2 | 1.1 | 1 | 0.9 |
1) Per 200,000 working hours.
Wherever Electrolux operates in the world, the company applies the same high standards and principles of conduct. Respect, diversity, integrity, ethics, safety and sustainability — the elements that make up the Electrolux foundation — are taken into account by employees during their meetings with customers and colleagues around the globe.
Electrolux continued to intensify its efforts regarding human rights during the year.
Electrolux has a global Ethics Program, encompassing both ethics training and a whistleblowing system — the Electrolux Ethics Helpline. Through the Ethics Helpline, employees can report suspected misconduct in local languages. Reports may be submitted anonymously if legally permitted. The majority of the reports during 2014 related to discrimination and harassment.
The Electrolux Purpose is shared through a program, which aims to further increase employee understanding of the value the company generates beyond financial and market objectives.
The program contributes to increasing employee commitment and clarifying the values Electrolux creates for society and the environment. So far, some 4,200 employees have participated in workshops about The Electrolux Purpose.
An updated version of the Electrolux Code of Conduct was introduced during the year to better reflect the UN Guiding Principles on Business and Human Rights and the Group’s own human rights risk assessment. Educational activities throughout the organization will follow in 2015.
In 2014, implementation continued of the global health and safety management system, which aims at promoting an even stronger safety culture. The total recordable incident rate (TCIR) was 0.9. Approximately 76% of the plants achieved a level of less than 1.0. Since 2010, the incident rate has declined by a full 57%. The Group aims at reducing the incident rate by a further 5% in 2015.
Read more about working at Electrolux at:
www.electroluxgroup.com/careers