To remain a trusted and successful company, Skanska is determined to become recognized as a role model in ethics by 2015, including Acting Ethically and Transparently as a part of our purpose and values.
Policies and strategies
A part of Skanska‘s values is Acting Ethically and Transparently as explained above. In addition, Skanska has a Code of Conduct.
- In 2002, Skanska's first Code of Conduct was published.
- In 2008, a revised Code of Conduct was approved by the Board of Directors of Skanska AB.
- During 2009 Skanska's Code of Conduct program was upgraded throughout the Skanska Group.
Internal policies such as Code of Conduct Compliance Guideline, Competition Law Compliance Guidelines, Corporate Community Involvement Policy and Hospitality and Gift Policies have all been revised and cover a variety of fields related to ethics.
Skanska has been a signatory to UN Global Compact since 2000 and was one of the founders in 2004 of World Economic Forum Partnering Against Corruption Initiative (PACI).
Skanska was the founding member of the Swedish branch of Transparency International (TI) when it was established in Sweden in 2004. TI is a global civil society organisation leading the fight against corruption around the world. Skanska is today a member of TI Sweden's corporate supporters forum.
Challenges and opportunities
Skanska's construction and development businesses have a large impact on individuals and society in general. This represents an opportunity to take the lead in business ethics as well as a responsibility to make the right decision, every day, by every one of our employees. Therefore it is important that all employees understand and live by the ethical values expressed in the Skanska Code of Conduct.
It is a challenge to continuously train and discuss business ethics with all employees. However, this is a challenge that Skanska is determined to master.
To develop an ethical culture and compliance, and to monitor the progress and the status in Ethics, Skanska has a Code of Conduct program. It is based on, among other things, training of employees in ethics, providing means for employees and other persons involved with Skanska to report legitimate concerns and grievances, and other tools to develop an ethical culture.
- Read about our Activities in Ethics
Implementation, processes and measurements
All employees receive Skanska Code of Conduct training including ethical business dilemmas every two years. New employees are trained within three months of recruitment. Further training is provided as necessary, including Ethics Leadership training for management teams.
- Read about management's training on Activities in Ethics.
In addition, in all markets where Skanska operates, an Ethics Committee is established to provide guidance to employees on ethical queries. It is responsible for identifying and reviewing issues and disseminating best practices. Business ethics is also part of the financial reward system for Skanska managers.
In Skanska and throughout the business units, we have a number of internal tools to develop Ethics, such as:
- Ethics Scorecard
- Ethics Roadmap
- Ethics Plan
The Ethics Scorecard and the Ethics Roadmap form a basis to develop and implement an annual Ethics Plan.
The scorecard is a collection of data showing the status of some areas related to ethics development in the business units and in Skanska overall. Some of the areas are number of employees trained/retrained in the Code of Conduct and the employee´s view on two specific areas of ethics with regard to the Skanska Code of Conduct.
The Roadmap is a tool to evaluate the status of ethics in two main areas: culture and behavior in marketplace. There is also a section with tools consisting of practices, policies and procedures.
Ethics Plan, in turn, is developed to identify the key risks, challenges and activities in each unit to reach the target of becoming the leader in ethics.
How to report breaches to Skanska's Code of Conduct
Skanska encourages employees as well as other stakeholders to inform management or Ethics Committees about breaches to the Skanska Code of Conduct. Should the reporter not feel comfortable with this and the breach concerns a serious breach to the Skanska Code of Conduct an independent Code of Conduct Hotline is available. The Hotline, managed by the Group Ethics Committee, is an anonymous reporting tool to which 59 reports were made in 2014 (80 reports in 2013). A similar service for internal employees is available on Skanska's intranet.