Annual and Sustainability Report 2011 - Teracom

Diversity and equal opportunity
Diversity is a success factor because it enables the Group
to get the most out of each person's specific expertise and
development potential. Differences in background and experiences
provide an opportunity for both the company and
its employees to develop, which contributes to a dynamic,
creative and pleasant work conditions. Long-term as well,
the Group must be able to attract applicants, regardless of
gender, age, ethnic background, beliefs, functional disabilities,
appearance, sexual preferences or any other factor. At
the end of 2009, the Group adopted a diversity and equality
policy.
Important areas in the diversity and equal opportunity
policy include recruitment, work conditions, harassment and
discrimination, parenting, how salaries are determined and
a follow-up on equal opportunity. In preparation for salary
reviews, the Group regularly documents the salary differences
between women and med with equivalent positions.
Gender comparisons of basic salaries at different levels
in all of the Group's companies are presented below. The
results are based on the number of permanent employees. In
other words, results do not include any employees who have
been released from duty as part of an employment termination
agreement. Each company's President is included in the
numbers for Teracom Group AB/Group management.
LA14
Company/category Number of men Number of women
Relative salary level
between women and men
in percent *
Teracom Group AB/Group management 8 4 107
Teracom Group AB/managers 3 5 79
Teracom Group AB/other employees 21 38 73
Teracom AB/managers 28 8 90
Teracom AB/other employees 354 55 104
Boxer TV-Access AB/managers 8 5 121
Boxer TV-Access AB/other employees 23 22 115
Teracom A/S/managers 6 2 73
Teracom A/S/other employees 48 9 102
Boxer TV A/S/managers 7 2 69
Boxer TV A/S/other employees 14 10 102
Digi TV Plus OY/managers 3 3 81
Digi TV Plus OY/other employees 10 15 83
* A figure below 100 percent means that men have a higher average salary than women
Work environment, safety and sick leave
The following are examples of how the Group fulfills its work
environment responsibilities:
• Training courses in work environment for managers, rescuing
injured individuals from masts, mast elevator and
skylift operation, working at heights and driving cars safely
using eco-driving.
• Regular health evaluations for employees.
• Requiring health evaluations for employees working in
masts, which complies with the regulations issued by the
Swedish Work Environment Authority.
The Group's fitness program offers a personal fitness
subsidy and various activities provided by the local fitness
groups. In Denmark, the taxation rules do not allow a
personal fitness subsidy. Therefore, only group fitness activities
are offered to employees in that country.
In 2011, there were two work environment incidents at
Teracom AB that were reported to the Swedish Work Environment
Authority. While dismantling old broadcast masts at
Hörby AM station, an employee passed away while up in the
mast. A medical investigation indicated that the death was
the result of an acute illness and the matter is no longer classified
as an accident. The investigation provided new information
about the method for how injured individuals are
rescued from masts and as a result the rescue equipment has
been modified.
One employee was involved in a car accident that could
have caused considerable harm. The employee needed to take
an extended period of sick leave, but the injuries will most
likely not cause any long-term effects.
LA7
Company/category
Total sick leave, percent
Group total 2,0
Teracom Group AB 2,4
Teracom AB 2,0
Boxer TV-Access AB 1,1
Teracom A/S 2,7
Boxer TV A/S 1,3
Digi TV Plus OY 1,4
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