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GRI
LA11
DB Schenker’s annual employee satisfaction survey (NMI) – a valuable
source of information in the follow-up process.
The new model for the employee survey (NMI) introduced in 2007, is a
valuable source of information and a supplement in the follow-up of,
among other things, work focusing on the working environment and equality.
It contributes to complementing statistics and core indicators with a
more qualitative description of the conditions. The survey contains a range
of different questions linked to the working environment and working
conditions and presents the employees’ views in areas such as corporate
culture/values, leadership, skills development and the potential to combine
work and being a parent. Personal experience of possible discrimination
and harassment is also sought.
In this year’s employee survey, which refers to conditions in 2010, a new
question regarding foreign origin was added to the background questions.
This information is necessary in order to be able to follow up the results
of our ambition to increase ethnic diversity. The definition of the concept
is taken from Statistics Sweden: Persons born abroad or persons born in
Sweden with two parents born abroad.
The results show that of the 85% of the employees who took part in the survey,
13% state that they have a foreign background, 18% of the blue-collar
workers and 9% of the white-collar workers. One in 10 of DB Schenker’s
female white-collar workers had a foreign background, whilst the figure for
men was slightly lower – 8%. Among the blue-collar workers, where the
proportion of women is very low, a foreign background is more common
among the men.
Employee Satisfaction Index
The question methodology in the employee survey is two-dimensional and
is based on the principle of not only asking how good the employer is in
the different areas but also how important each part is to the employee.
Each question is therefore asked from two perspectives – how important
and how well – and the answers are placed on a five-point scale. The gap,
or the difference between the two assessments, i.e. How well minus How
important, provides a measure of the potential for improvement for each
question and each question area.
The higher the minus figure, the lower the “grade”. The best possible result
is zero and is achieved when ‘well’ and ‘important’ concur completely and
produce the same figure, i.e. when the employees’ expectations and wishes
with regard to the employer/working conditions/manager are satisfied
entirely.
–1.5 to –4.0 Very considerable potential for improvement
–1.0 to –1.5 Considerable potential for improvement
–0.5 to –1.0 Certain potential for improvement
Better than –0.5 Small/no potential for improvement
LA11a. Employees with a foreign background
2010
Total Men Women
White-collar workers 9% 8% 10%
Blue-collar workers 18% 18% 12%
Total 13% 14% 10%
Persons with a foreign background = Born abroad
OR born in Sweden with two parents who were born
abroad.
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