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www.sol.fi<br />
Responsibility report <strong>2018</strong><br />
Everyday acts
2 Responsibility <strong>2018</strong> | www.sol.fi<br />
Solarsystem
4 Responsibility – everyday acts<br />
10 Highlights of <strong>2018</strong><br />
14 Description of the organisation<br />
18 Management at <strong>SO</strong>L<br />
26 Financial responsibility<br />
28 Responsibilities to stakeholders<br />
32 Environmental responsibility<br />
42 Social responsibility<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
3
1Responsibility<br />
– everyday acts<br />
This <strong>SO</strong>L Responsibility report is the ninth report<br />
in this form. The guide is published in Finnish<br />
and English every spring on the company’s website.<br />
We want to constantly develop our operations<br />
and make our services more sustainable<br />
and responsible, taking into consideration the<br />
needs of our customers and stakeholders. The guide contains<br />
an introduction to the subject, key figures regarding<br />
the actions implemented and the future goals.<br />
At <strong>SO</strong>L, responsible business operations mean spontaneous<br />
responsibility that supports the company’s<br />
business and that are determined by the company’s values<br />
and objectives, while also taking into account key stakeholders.<br />
Many practical issues related to responsibility are<br />
addressed in our everyday work. These issues include<br />
occupational safety, good managerial work, improvements<br />
in working methods, environmental issues, work ethics, a<br />
pleasant work community, caring about others and about<br />
customers, correct salary payments, the development of<br />
competence and many other minor aspects. Our goal is<br />
to be an excellent corporate citizen, focusing in particular<br />
on the continuity of operations, supply chain responsibility,<br />
our customers’ superior service experience, responsible<br />
environmental management, well-being at work as well as<br />
continuous improvement and development. Responsible<br />
operations are essential and global. Ethical and responsible<br />
choices are increasingly dictating our procurement<br />
decisions and consumption.<br />
The figures reported below are those of the <strong>SO</strong>L<br />
Group, unless otherwise stated in the text. The segments<br />
are Finland and the foreign subsidiaries, and the services<br />
are the business lines of <strong>SO</strong>L Palvelut Oy: property services,<br />
cleaning and facility services and security services, the<br />
laundry services of <strong>SO</strong>L Pesulapalvelut Oy and the personnel<br />
services of <strong>SO</strong>L Henkilöstöpalvelut Oy.<br />
4 Responsibility <strong>2018</strong> | www.sol.fi
International<br />
service locally<br />
Turnover<br />
306<br />
milj. eur<br />
€€€€€<br />
Number of personnel<br />
14 000<br />
Customer satisfaction<br />
visits<br />
42 000<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
5
1.1 Description of the<br />
operating environment<br />
in Finland<br />
According to the Confederation of Finnish Industries’<br />
economical cycle barometer the economical cycles grew<br />
stronger towards the end of the last year and the situation<br />
is still stronger than average. Growth in sales became<br />
quicker in the last quarter of the year and the expectations<br />
for sales are positive. Estimates indicated additions to<br />
personnel and the challenges in recruitment are still very<br />
big. The general economical cycle picture is not expected<br />
to really change in 2019.<br />
Estimates of the development of demand for property<br />
sector’s services are mainly positive among the member<br />
companies of the Real Estate Employers. 60 per cent of<br />
those who answered the Real Estate Employers’ industry<br />
barometer in September <strong>2018</strong> estimate that the demand<br />
for property sector’s services has grown in the last 12<br />
months and 55 per cent expect the demand to grow in the<br />
coming year. For cleaning, the future is the most positive:<br />
55 per cent of respondents expect the demand for cleaning<br />
services to grow.<br />
In the property services sector faces great challenges in<br />
the availability of workforce. According to the Confederation<br />
of Finnish Industries’ economic cycle barometer (October<br />
<strong>2018</strong>) these recruitment challenges can be extremely<br />
difficult. The availability is largely affected by the problem<br />
of tax incidence, which became apparent also in the Real<br />
Estate Employers’ industry barometer, where 62 per cent<br />
of respondents estimated that the availability or workforce<br />
has weakened in the previous 12 months. This trend is<br />
expected to continue in the coming year.<br />
In the digital survey implemented for the property<br />
services sector in November <strong>2018</strong>, a third of the 70 respondents<br />
assessed that the opportunities offered by different<br />
digital solutions and services are very significant to<br />
a company’s operations. 70 per cent of respondents estimated<br />
that investments related to digitality will increase in<br />
the next three years. A central motive for the development<br />
of digitality was the enhancing of business, but customers’<br />
requests, improving communication, growing business<br />
and cost saving were also important.<br />
The effects of the reform of vocational education for<br />
the property services sector meet the needs of work life<br />
better when there are no more overlapping qualifications<br />
and the skills content of new degrees are up to date. All<br />
qualifications are completed as practical examinations.<br />
Learning happens increasingly at the workplace, which<br />
makes the dialogue between schools and companies<br />
even more important. Forms of training that are arranged<br />
at the workplace are apprenticeship training and training<br />
agreement. Skills can be acquired by completing the<br />
whole degree or, which is a more flexible way than before,<br />
by completing some parts of the degree.<br />
The future of the personnel services sector does not<br />
appear so bright in the barometer of the Confederation<br />
of Finnish Industries. Economic growth slows down, but in<br />
the revenue enquiry of the Private Employment Agencies’<br />
Association HPL, it is estimated that personnel services are<br />
not likely to be the first to fade out.<br />
According to the Private Employment Agencies’ Association<br />
HPL’s revenue enquiry, 42 per cent of the personnel<br />
services’ revenue comes from Uusimaa and 58 per cent<br />
from the rest of Finland. Uusimaa’s share has continuously<br />
decreased by 4 per cent since the end of 2016.<br />
For laundry services, the economic outlook is hopeful.<br />
The circular economy of textiles and clothing has raised<br />
its head. People buy their clothes more responsibly and<br />
invest in the quality of the clothes and textile products.<br />
Consumers have started to consider their own consumer<br />
habits and clothes are now more cared for than before,<br />
since people have started to wash and repair them. The<br />
flee markets of quality clothes, today’s clothes shops, have<br />
appeared in the cityscapes. This phenomenon of the new<br />
era is believed to increase the need for laundry services.<br />
Situation in property services<br />
6 Responsibility <strong>2018</strong> | www.sol.fi
1.2 <strong>SO</strong>L Future<br />
<strong>SO</strong>L Future has endeavoured to forecast <strong>SO</strong>L’s prospects<br />
in the property services and temporary staffing up until the<br />
year 2025. <strong>SO</strong>L will be a strong contender in these future<br />
markets.<br />
Our Group-level growth target for net sales is one billion<br />
euros by 2025. Of this total, operations in Finland will<br />
represent MEUR 755 and the foreign subsidiaries’ MEUR<br />
246. Correspondingly, the number of personnel in Finland<br />
is expected to grow to some 20,000 people and to also<br />
increase significantly in the foreign subsidiaries.<br />
We anticipate that as many as 60% of our employees<br />
will be of non-Finnish origin by 2030 compared to approximately<br />
30% at present. Employees are increasingly expected<br />
to have multi-expertise where different work tasks are<br />
combined. In addition to property maintenance, key jobs<br />
will be in the sectors of logistics, industry and commerce.<br />
The skills and development of the personnel are ensured<br />
by investing in training. Our age programme, in turn,<br />
takes into account the employment needs of different<br />
age groups. The programme connects the life situations<br />
of different groups with work tasks suited to those life<br />
situations. The rapid digital transformation of operating<br />
methods and procedures will continue.<br />
Net sales target (MEUR)<br />
Figure 4. Group net sales target for 2025<br />
1010<br />
1001<br />
808<br />
606<br />
404<br />
202<br />
0<br />
222,6<br />
51,4<br />
2015<br />
274<br />
404<br />
107<br />
2020<br />
512<br />
755<br />
246<br />
2025<br />
Total<br />
Abroad<br />
Finland<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
7
1.3 Risk management<br />
We have evaluated our key risks in cooperation with our<br />
insurance provider OP:<br />
Market position risks<br />
• Operative process risks<br />
• Personnel risks<br />
• Information system risks<br />
Risks are prioritised according to the importance of<br />
the risk by evaluating the influence and likelihood of risks<br />
and the level of risk management. When evaluating the<br />
influence of risks, the effects on the well-being of people,<br />
the environment and the reputation of <strong>SO</strong>L are taken into<br />
account in addition to the financial effects. At <strong>SO</strong>L, risk<br />
evaluation utilises<br />
Tools in accordance with the Operating System.<br />
There are appointed persons in charge of risk management<br />
at <strong>SO</strong>L, who are responsible for the planning,<br />
execution and monitoring of procedures. The defined<br />
procedures are attached to the action plans and monitoring<br />
systems.<br />
Risk management procedures are directed at the most<br />
significant risks in terms of influence with cost-efficient and<br />
purposeful procedures.<br />
The management at <strong>SO</strong>L regularly monitors the success<br />
of risk management and reports on the risks and the<br />
development of risk management procedures. The sufficiency<br />
and influence of procedures is evaluated as a part<br />
of business monitoring. Corrective action will be taken as<br />
necessary.<br />
Preparing for the EU General Data Protection Regulation<br />
(GDPR, entered into force on 25 May <strong>2018</strong>) was already<br />
started at <strong>SO</strong>L in 2017 in the Data protection team.<br />
In <strong>2018</strong>, we drafted the risk evaluation of data protection<br />
and data security and also an extensive evaluation of data<br />
protection’s effects, which was done together with outside<br />
experts. We also drafted the data processing agreements<br />
needed in customer and partner cooperation. Data protection<br />
directors have been appointed for every company.<br />
Financing and<br />
liquidity risks<br />
Credit risks<br />
Management risks<br />
Market position<br />
risks<br />
Market risks<br />
Environmental<br />
risks<br />
Personnel risks<br />
Personal injury<br />
risks<br />
Financial<br />
risks<br />
Liability<br />
risks<br />
Risks of<br />
physical<br />
damage<br />
Total risk<br />
Strategic<br />
risks<br />
Operational<br />
risks<br />
Process risks<br />
Information<br />
system risks<br />
Operating environment<br />
risks<br />
Supply chain<br />
risks<br />
Legal risks<br />
Risk management<br />
1.4 Responsibility for service<br />
provision and service<br />
<strong>SO</strong>L’s responsibility is to ensure that the services it provides<br />
are safe, reliable and sustainable and that they meet<br />
quality standards, such as hygiene requirements. <strong>SO</strong>L<br />
prefers long-term relationships with selected suppliers,<br />
and expects from all its service providers a commitment<br />
to the requirements set for security, the environment and<br />
employment relationships.<br />
<strong>SO</strong>L operates in the corporate and consumer markets,<br />
and the end-user is always an individual who requires<br />
reliability and safety. We require a picture ID from the personnel<br />
of our supplier partners as well as an attached tax<br />
number in order to prevent the grey economy.<br />
<strong>SO</strong>L’s provision of services is well defined and mostly<br />
designed and developed by <strong>SO</strong>L. Development work is<br />
carried out in collaboration with all the suppliers to ensure<br />
accurate provision of the services. Development relies on<br />
safety, usability, functionality, durability and quality – all of<br />
which are factors needed for excellent customer satisfaction.<br />
In <strong>SO</strong>L Henkilöstöpalvelut Oy, the customer, as the user<br />
company, is responsible for the safety of <strong>SO</strong>L’s service experts.<br />
<strong>SO</strong>L’s role is to recruit, train and provide orientation<br />
for service experts so that they are able to act according<br />
to customers’ needs, instructions and safety regulations.<br />
8 Responsibility <strong>2018</strong> | www.sol.fi
1.5 Managing<br />
Director’s review<br />
Last year, we had many great events where we have, together<br />
with our customers, celebrated our long-lasting cooperation.<br />
In this time, these long-term partnerships cannot be<br />
taken for granted and we are very proud and happy about<br />
the trust we have earned. Together with our customers and<br />
personnel we have discussed why the customer relationship<br />
continue for years in a way where both parties feel extremely<br />
content. We found many reasons, but one thing became<br />
clear – everyday life decides!<br />
Trust, which is the requirement for good cooperation, is<br />
earned with everyday acts. This means being ready to work<br />
steadfast to maintain and develop the relationship. It is apparent<br />
how important the people, superiors and colleagues<br />
and customers of the workplace are. People make the atmosphere<br />
and therefore give the work its meaning. Working<br />
together and feeling like a part of the group are valuable<br />
things in work life.<br />
Responsibility concerns us all<br />
In addition to the Group’s Management Team and task-specific<br />
development groups, the entire staff works for and<br />
towards <strong>SO</strong>L’s responsibility. Many practical issues related<br />
to responsibility are addressed in our everyday work. These<br />
issues include occupational safety, good managerial work,<br />
improvements in working methods, environmental issues,<br />
work ethics, and a pleasant work community. We care about<br />
each other and our clients and strive for fair salaries.<br />
The goal for <strong>SO</strong>L is not only to maintain a superb business<br />
culture but also to keep on improving it. Working should be<br />
cheerful, without forgetting the everyday creativity of each individual,<br />
the preservation of entrepreneurship and a lifetime<br />
of learning.<br />
The reform of the reformed vocational education was<br />
renewed at the beginning of this year and its effects for<br />
property services sector meet the working life’s needs better<br />
than before. It is great that our own organisation has gained<br />
there a vantage point and the role of an active influencer.<br />
We received the chair’s position in the newly found working<br />
life committee of our industry. <strong>SO</strong>L has always invested in<br />
training and apprenticeship training has been a practice at<br />
<strong>SO</strong>L for years.<br />
Last year we organised about 900 different training events<br />
that almost 12,000 <strong>SO</strong>L personnel members participated<br />
in and about 300 people completed a vocational degree.<br />
Business Akatemia, <strong>SO</strong>L’s own management training was<br />
developed in <strong>2018</strong> and started in 2019. Out training organisation<br />
could therefore be called a medium-sized school.<br />
In accordance with the training strategy, the functionality<br />
of the trainings is continuously developed and in <strong>2018</strong><br />
the new online learning environment Aurinkoakatemia was<br />
implemented and the reformation of employees’ orientation<br />
training began in <strong>2018</strong> and will continues this year.<br />
This year, the development of customer-specific concepts<br />
and operations models was invested in especially. <strong>SO</strong>L Palvelut<br />
was the first in Finland’s hotel cleaning business sector to<br />
be awarded the Swan label.<br />
Future views<br />
The Group’s views for the year 2019 are good despite the<br />
tough competition situation. Our goal for the future is to be<br />
a billion class family company that operates in the international<br />
markets. We have the readiness and the passion<br />
to grow and evolve. Taking care of the customer’s needs is<br />
important to us, sustainable development and offering job<br />
opportunities to different people will continue to be our<br />
mission. Harnessing technology and new innovations to help<br />
in everyday life and to support management will be at the<br />
centre of our growth. We bear our responsibility for social<br />
environment and nature. We have a bold attitude towards<br />
building the future and our participating personnel together<br />
with our customers ensure our success.<br />
To achieve our billion-class objective we must continue<br />
to develop and grow our already existing businesses and<br />
patronages. Furthermore, we will consider our opportunities<br />
to expand to new sectors and to export our already existing<br />
services to geographically new areas. In the summer we<br />
bought the majority shareholding of Consultor Finland Oy,<br />
meaning that we took a step into a completely new area<br />
of operation. In November, due to a company acquisition,<br />
our international operations expanded to Denmark. In the<br />
company acquisition, TekniClean A/S, specialised in food<br />
cleaning, transferred under <strong>SO</strong>L’s ownership. These are<br />
examples of our growth opportunities and we will continue<br />
to see more of them.<br />
<strong>SO</strong>L is already a part of many life cycle projects, which are<br />
rapidly becoming more common in the municipality sector.<br />
In them the goal for property maintenance and a building’s<br />
upkeep can be set as far as 30 years in the future. This also<br />
creates for us completely new possibilities to develop out<br />
services<br />
We have the readiness and the passion to grow and<br />
evolve, the world is quickly changing. Change and future are<br />
always a possibility. We just have to approach them bravely<br />
and participate in building something ne<br />
Juhapekka Joronen<br />
<strong>SO</strong>L Group is now<br />
under fourth-generation<br />
leadership in Peppi<br />
Kaira and Juha-Pekka<br />
Joronen.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
9
Highlights<br />
of <strong>2018</strong><br />
10 Responsibility <strong>2018</strong> | www.sol.fi
Highlights of <strong>2018</strong><br />
Multiculturalism<br />
At the beginning of every year, we publish a multicultural celebration<br />
day calendar. Diversity is a richness and we appreciate it on all levels.<br />
We all have important dates related to our religion and nationality<br />
that we want to celebrate. The Multicultural team operating within<br />
<strong>SO</strong>L annually maintains the multicultural celebration day calendar.<br />
This helps us to acknowledge our employees on holidays that are<br />
important to them and to take this into account when planning the<br />
work shifts.<br />
Backpack of Happiness<br />
Backpack of Happiness gives you the tools for work well-being!<br />
Work well-being mentoring that was created as a part of the Backpack<br />
of Happiness project and which has an important role in our<br />
work well-being at <strong>SO</strong>L. Our capable mentors create new operations<br />
models for everyday life and tools for maintaining well-being, for<br />
cooperation between managers and the work community and for the<br />
everyday life of the employee.<br />
<strong>SO</strong>L Life Personnel services<br />
<strong>SO</strong>L & FirstBeat started the year with gusto – with the well-being and<br />
health of <strong>SO</strong>L employees as the priority! For us, the equation is clear.<br />
Our sunny way of serving our customers is only possible because<br />
of our healthy personnel. When our hearts and minds are well, we<br />
develop and evolve. <strong>SO</strong>L Henkilöstöpalvelut salaried employees<br />
completed the First-Beat-well-being survey during December and<br />
January. Because of the survey, we have received valuable and individual<br />
support from well-being experts to develop the keys for daily<br />
well-being.<br />
Swan label<br />
<strong>SO</strong>L Palvelut was the first in Finland’s hotel cleaning business sector<br />
to be awarded the Swan label. Getting the renowned Nordic environmental<br />
labelling was one of the promises in <strong>SO</strong>L’s environmental<br />
programme ‘Sitoumus 2050’.<br />
Summer employees<br />
We employed a 1,000 summer employees in Finland in different<br />
property services, security and laundry service jobs, we participated<br />
in the Vastuullinen Kesäduuni campaign for responsible summer<br />
jobs.<br />
Consultor Finland Oy<br />
Solemo Oy (<strong>SO</strong>L) bought two thirds of the stock of the information<br />
technology expert company Consultor Finland Oy. Consultor’s good<br />
reputation, strong skills and having the capable, motivated and<br />
growth-hungry management remain were the condition for the stock<br />
trading. In service business, the significance of and dependency on<br />
automatisation and robotics is growing and <strong>SO</strong>L wants to be in the<br />
frontline offering these services.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
11
Highlights of <strong>2018</strong><br />
#eisyrji campaign against discrimination<br />
We were one of the firsts to participate in the expansive #eisyrji campaign<br />
that challenged Finns to contemplate their own attitude. The<br />
campaign aimed to change attitudes and to decrease discrimination<br />
in the Finnish working life. The goal is to make parity and equality in<br />
working life a matter of course. As a labour-intensive company, <strong>SO</strong>L<br />
wants to maintain a cheery atmosphere and use diversity in customer<br />
services. Any kind of discrimination between people is not accepted<br />
at <strong>SO</strong>L.<br />
Elina Jalonen<br />
Elina Jalonen was appointed to be the Managing Director of <strong>SO</strong>L<br />
Pesulapalvelut Oy.<br />
Summer days in Tuuri<br />
The <strong>SO</strong>L employees’ Hyvä Tuuri summer celebration, which we held<br />
for the second time, gathered <strong>SO</strong>L employees and their families in<br />
the shopping centre Tuuri to spend a sunny summer day together.<br />
Work well-being challenge<br />
The purpose of the <strong>SO</strong>L Life Kuntokuuri programme (which started<br />
in the autumn and will continue in the spring) is to activate our staff,<br />
guide them into a healthier lifestyle and help them look after their<br />
own well-being as a whole. We hope you make important discoveries<br />
about your energy resources and the actions you can take to<br />
improve your own well-being. The purpose of the programme is<br />
to activate our staff, guide them into a healthier lifestyle and help<br />
them look after their own well-being as a whole. We hope you make<br />
important discoveries about your energy resources and the actions<br />
you can take to improve your own well-being.<br />
Redi<br />
A full-service <strong>SO</strong>L Laundry opened its new landry in Kalasatama in<br />
the shopping centre REDI<br />
Working life partner of Keuda<br />
Keuda chose <strong>SO</strong>L as the Working life partner of <strong>2018</strong>. Strategically<br />
long-term cooperation, innovation, development and trust counted<br />
in the selection.<br />
12 Responsibility <strong>2018</strong> | www.sol.fi
Highlights of <strong>2018</strong><br />
Juhana Olkkola<br />
<strong>SO</strong>L Henkilöstöpalvelut Managing Director Juhana Olkkola.<br />
Solar panels<br />
<strong>SO</strong>L had solar panels installed on the roof of the headquarters. Our<br />
own solar electricity generates power for the personnel’s computers<br />
and the property’s lighting.<br />
TekniClean A/S<br />
In November, <strong>SO</strong>L bought the Danish TekniClean A/S which specialises<br />
in food cleaning. In the trade <strong>SO</strong>L receives 300 new employees<br />
and a company with a MEUR 14 turnover and customers who include<br />
the leading meat processors of the food industry.<br />
Clothes lending<br />
The clothes lending company Vaatepuu and the <strong>SO</strong>L Pesulapalvelut<br />
laundry service serve together in a sustainable and practical manner.<br />
The new cooperation piloting will be implemented in the Greater<br />
Helsinki area. The returning and maintenance of Vaatepuu’s clothes<br />
can in the future be done conveniently in any <strong>SO</strong>L Laundry in the<br />
areas of Helsinki, Vantaa, Espoo and Kauniaiset..<br />
Pirkanmaan Osuuskauppa<br />
The cleaning service business of Pirkanmaan Osuuskauppa transferred<br />
as a company transfer to <strong>SO</strong>L Palvelut Oy on 1 February<br />
2019. Pirkanmaan Osuuskauppa and <strong>SO</strong>L have successfully worked<br />
together for several years and we mean to continue to develop the<br />
relationship in the future.<br />
Yellow Panthers<br />
At the beginning of December we always celebrate <strong>SO</strong>L’s Yellow<br />
Panthers, those who have retired from <strong>SO</strong>L, by having a Christmas<br />
lunch with them and catching up with new and old friends.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
13
2Description<br />
of the organisation’s background<br />
<strong>SO</strong>L is a business owned by a Finnish family.<br />
<strong>SO</strong>L’s management is guided by values where<br />
economical, social and environmental responsibilities<br />
are at the centre. The <strong>SO</strong>L Group comprises<br />
the parent company <strong>SO</strong>LEMO Oy and its<br />
five wholly owned subsidiaries in Finland and<br />
five international subsidiaries. We offer cleaning and facility<br />
services in St. Petersburg and Moscow in Russia and<br />
in Estonia, Latvia, Lithuania and Sweden. Retail laundry<br />
services are offered in Moscow, St. Petersburg and Estonia<br />
as part of a cleaning and facility management company.<br />
The dry cleaning shop concept of laundries began in<br />
Finland in 2001. Last year, Finland had 61 serving laundry<br />
shops. New laundry shops were established in Easton<br />
shopping centre and Järvenpää. International laundry<br />
operations were launched in Estonia in 2008, St. Petersburg<br />
in 2010 and Moscow in 2011. In 2009, we began to<br />
offer temporary staffing and recruitment services to our<br />
customers in Finland. In Russia, we were in the temporary<br />
staffing business from 2013 to 2015.<br />
2.1 The <strong>SO</strong>L companies<br />
Solemo’s Finnish subsidiaries include <strong>SO</strong>L Palvelut Oy, a<br />
provider of cleaning and facility services, property services<br />
and security services. <strong>SO</strong>L Henkilöstöpalvelut focuses on<br />
temporary staffing and direct recruitment services. <strong>SO</strong>L<br />
Pesulapalvelut Oy provides laundry services to private<br />
individuals, businesses and public sector entities.<br />
Group companies:<br />
• <strong>SO</strong>L Palvelut Oy, Helsinki<br />
• <strong>SO</strong>L Pesulapalvelut Oy, Helsinki<br />
• <strong>SO</strong>L Henkilöstöpalvelut Oy, Helsinki<br />
• <strong>SO</strong>L Baltics OÜ, Eesti<br />
• OOO <strong>SO</strong>L, Venäjä<br />
• OOO <strong>SO</strong>L Sp, Venäjä<br />
• OOO <strong>SO</strong>L DC, Venäjä<br />
• Solreneriet AB, Ruotsi<br />
• Tekniclean A/S<br />
• Goldcup 17817 AB<br />
• Reneriet Estonia OÜ, Eesti<br />
• Consultor Finland Oy<br />
2.2 <strong>SO</strong>L is a Solar<br />
System – outstanding<br />
partnership and quality<br />
<strong>SO</strong>L is a Solar System consisting of the Solar Centre,<br />
personnel services, property services, laundry services,<br />
cleaning services, facility services and security services. We<br />
want each of the services to represent the absolute top in<br />
its field and provide our customers with positive experiences.<br />
We act responsibly, respecting the environment and<br />
providing the best customer service. We are quick and<br />
cost-efficient. We want to be a superior partner in all of<br />
our services and service solution packages.<br />
In addition to <strong>SO</strong>L’s Management Team and task-specific<br />
development groups, the entire personnel works for<br />
and towards <strong>SO</strong>L responsibility. The work of a responsible<br />
corporation involves us all. The operational organisation is<br />
structured so that all the services, marketing and sales as<br />
well as development and administrative operations support<br />
the operative activities throughout the Group. The<br />
backbone of the operations is the line organisation, which<br />
serves locally and with uniform quality in accordance with<br />
the <strong>SO</strong>L Operating System. The Group’s development<br />
activities focus on establishing and developing service<br />
concepts and processes. Procurement and logistics are<br />
also under development..<br />
14 Responsibility <strong>2018</strong> | www.sol.fi
At the sources of Solar energy<br />
<strong>SO</strong>L<br />
Values<br />
• Sunny and satisfied customers<br />
• The joy of working<br />
• Everyday creativity<br />
• Enterprising spirit<br />
• Reliability<br />
<strong>SO</strong>L<br />
Success factors<br />
• Skilled and participating personnel<br />
• Sunny customers<br />
• Profitable growth<br />
• Profitability and competitive strength<br />
• Productivity<br />
• Efficiency and safety<br />
<strong>SO</strong>L<br />
Mission<br />
• We allow our customers to focus on their own tasks<br />
<strong>SO</strong>L<br />
Vision<br />
• We want to be the superior service partner for our<br />
customers and provide positive experiences<br />
<strong>SO</strong>L Philosophy<br />
<strong>SO</strong>L’s image of humankind<br />
• People are responsible individuals and they want<br />
to do good work<br />
• People have a need to succeed<br />
• People are different<br />
• People take the initiative and are creative<br />
• People are thinking, acting and feeling beings<br />
<strong>SO</strong>L freedom<br />
• Freedom of workplace: it is not important where<br />
work is carried out; what is achieved is what<br />
matters<br />
• Freedom from status symbols: respect has to be<br />
earned<br />
• Freedom from working hours: the result counts<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
15
2.3 Reporting<br />
Net sales (MEUR)<br />
Figure 1. Net sales development 2014–<strong>2018</strong>, Finland and other countries<br />
250<br />
221,5 222,6<br />
230,8<br />
244,9 242,5<br />
Finland<br />
200<br />
Other countries<br />
150<br />
100<br />
50<br />
48,1 51,4 54,2<br />
66,9 64,3<br />
0<br />
2014<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
Operating profit (MEUR)<br />
Figure 2. Net operating profit development 2014–<strong>2018</strong><br />
14<br />
13<br />
12<br />
11<br />
10<br />
9<br />
8<br />
7<br />
6<br />
5<br />
4<br />
3<br />
2<br />
1<br />
0<br />
2,5<br />
2014<br />
4,7<br />
2015<br />
5,2<br />
2016<br />
13,6<br />
2017<br />
11,3<br />
<strong>2018</strong><br />
Net sales of <strong>SO</strong>L Henkilöstöpalvelut, 2014–<strong>2018</strong> (MEUR)<br />
60<br />
50<br />
40<br />
41,6<br />
52,1<br />
50,4<br />
30<br />
26,0<br />
20<br />
20,1<br />
10<br />
0<br />
2014<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
16 Responsibility <strong>2018</strong> | www.sol.fi
Gross investments (MEUR)<br />
Figure 3. Gross investments 2014–<strong>2018</strong><br />
10<br />
9<br />
8<br />
7<br />
6<br />
5<br />
4<br />
3<br />
2<br />
1<br />
0<br />
8,8<br />
2014<br />
7,0 6,9 7,0 7,0<br />
2015 2016 2017 <strong>2018</strong><br />
Number of personnel 2014-<strong>2018</strong><br />
10000<br />
9000<br />
8000<br />
8200<br />
8692<br />
9050 9050<br />
9530 9598<br />
Finland<br />
Other countries<br />
7000<br />
6000<br />
5000<br />
4000<br />
3000<br />
3282 3339<br />
3606 3747<br />
4155 4122<br />
2000<br />
1000<br />
0<br />
2013<br />
2014<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
2.4 Mission, vision<br />
and strategy<br />
Our mission is to strengthen our customers’ corporate<br />
image with the services we provide. We act in a<br />
responsible manner and we are a valued employer.<br />
All our activities and decision-making are based on<br />
shared values: sunny and satisfied customers, reliability,<br />
enterprising spirit, everyday creativity and the joy of<br />
working. We are here to serve our customers.<br />
Happy working clothes of red and yellow symbolise the<br />
<strong>SO</strong>L values and brand. The striking colours also improve<br />
occupational safety.<br />
We at <strong>SO</strong>L believe in a positive image of humankind,<br />
where everyone wants to work and succeed in their work<br />
and each of us is a different, creative, thinking, acting and<br />
feeling human being.<br />
We want to encourage and give feedback in order to<br />
develop in our work. Success and praise, in particular, are<br />
important to us and essential for work motivation.<br />
Our vision is to be a superior partner for our<br />
customers across all services. In line with our mission, we<br />
allow our customers to focus on their core business.<br />
We want to grow by utilising our service concepts<br />
and employing qualified personnel while developing<br />
cooperation with our customers. The end result is a<br />
profitable, financially-sound and excellently-managed <strong>SO</strong>L<br />
with sunny and satisfied customers and personnel.<br />
The <strong>SO</strong>L corporate image is projected to the market<br />
and to all our stakeholders. The cornerstones of our brand<br />
are cheerfulness, yellow sunniness,<br />
– enthusiastic service, skilled professional personnel,<br />
flexibility and ease.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
17
3Management<br />
at <strong>SO</strong>L<br />
<strong>SO</strong>L’s management culture is established to allow<br />
trustworthy interaction and an atmosphere that<br />
encourages everyday creativity and to promote people’s<br />
respect and responsibility towards each other.<br />
t <strong>SO</strong>L, we aim towards servant and coaching<br />
Aleadership. Giving responsibility, trust, and<br />
supporting a functional work community are<br />
some of the essential mindsets.<br />
The parent company’s Board of Directors<br />
comprises Juhapekka Joronen, Chairman,<br />
and ordinary members Peppi Kaira and Anja Eronen for<br />
the duration of the accounting period and Oona Kaira as<br />
of 10 February 2017. Juhapekka Joronen is the Managing<br />
Director of <strong>SO</strong>L Palvelut Oy. Elina Jalonen is the Managing<br />
Director of <strong>SO</strong>L Pesulapalvelut Oy. Juhana Olkkola<br />
is the Managing Director of <strong>SO</strong>L Henkilöstöpalvelut Oy,<br />
and Peppi Kaira is the Managing Director of <strong>SO</strong>LEMO Oy.<br />
Anja Eronen was the Managing Director of <strong>SO</strong>LEMO Oy<br />
and <strong>SO</strong>L Palvelut Oy until 31 August 2011 and has been<br />
Chairman of the Board of <strong>SO</strong>L Palvelut Oy as of 1 September<br />
2011.<br />
<strong>SO</strong>L’s Management Team comprises Anja Eronen,<br />
Chairman, the Managing Directors of the Finnish companies,<br />
Timo Sairanen, Director, HR and Legal Issues and<br />
Riitta Sirviö, Director, Development Group. The Management<br />
Team also includes representatives of senior salaried<br />
employees, salaried employees and other employees.<br />
The company’s auditor is KPMG Oy Ab, Authorised<br />
Public Accountants, with Toni Aaltonen as the lead auditor.<br />
The management organisation is as lean as possible<br />
in order to be close to the customer and personnel. The<br />
Development Group of each service sector is responsible<br />
for monitoring operational management and for development<br />
and improvement projects. All meeting practices are<br />
presented in the <strong>SO</strong>L Operating System. They are defined<br />
in the annual Action Plan and also scheduled according to<br />
it.<br />
The <strong>SO</strong>L Operating System is based on the I<strong>SO</strong><br />
9000:2015 quality standard, the I<strong>SO</strong> 14001 environmental<br />
management standard, the OHSAS 18001 safety specification<br />
and the I<strong>SO</strong> 31000 risk management standard. Each<br />
company has its own operating system compliant with the<br />
Group’s core system. Our customers audit our operating<br />
system, which serves as a foundation for developing operations.<br />
<strong>SO</strong>L’s Estonian and Latvian companies have quality<br />
certificates. The well-being programme is integrated into<br />
the <strong>SO</strong>L Life programme. Documentation is saved centrally<br />
in the databank, which also includes the customer<br />
management system. The system utilises <strong>SO</strong>L’s in-house<br />
customer information system (Sirkkeli).<br />
Safety instructions are an integral part of the <strong>SO</strong>L<br />
Process Management System. They are easily available on<br />
the intranet or in separate folders at our full-service laundry<br />
shops. The Group and its companies have nominated<br />
people to be responsible for data security, environmental<br />
safety, occupational safety and other safety. Updating<br />
safety instructions, as well as early intervention and preventive<br />
measures, are important to <strong>SO</strong>L. We emphasise<br />
the personnel’s responsibility, and acting according to that<br />
responsibility, in all our communications. We never permit<br />
any form of corruption or bribery whatsoever. The guidelines<br />
for receiving gifts and for travel are documented in the<br />
<strong>SO</strong>L Operating System.<br />
The management<br />
organisation is as<br />
lean as possible in<br />
order to be close to<br />
the customer and<br />
personnel.<br />
18 Responsibility <strong>2018</strong> | www.sol.fi
Management principles, illustrating lean organisation and internal services.<br />
Leveraging<br />
shared resources<br />
Lean central management.<br />
Clear objectives,<br />
indicators and<br />
monitoring<br />
Selected group<br />
services<br />
Decentralised<br />
organisation,<br />
accountability as lean<br />
as possible<br />
Continuous<br />
improvement<br />
Individuals deliver<br />
results in<br />
cooperation with<br />
each other<br />
Increasing<br />
flexibility<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
19
3.1 <strong>SO</strong>L’s ethical rules –<br />
principles of good business<br />
3.1.1. Introduction<br />
<strong>SO</strong>L’s operations are guided by values that emphasise<br />
economic, social and environmental responsibility. Each<br />
<strong>SO</strong>L employee must comply with our values in their work:<br />
Sunny and satisfied customers, the joy of working, everyday<br />
creativity, enterprising spirit and reliability.<br />
At <strong>SO</strong>L, we believe that everyone wants to do their job<br />
well and succeed in their work. We encourage independence<br />
and the acceptance of responsibility. Everyone at<br />
<strong>SO</strong>L must act responsibly with regard to our stakeholders.<br />
<strong>SO</strong>L’s responsibility covers all stakeholders: customers,<br />
personnel, shareholders, subcontractors, partners, authorities,<br />
the company’s own business sectors and their<br />
organisations, the media, and cooperation with non-profit<br />
organisations.<br />
These rules are part of the <strong>SO</strong>L Responsibility Report.<br />
The rules apply to all <strong>SO</strong>L’s subsidiaries in Finland and<br />
abroad. Each <strong>SO</strong>L employee is responsible for playing by<br />
the rules.<br />
3.1.2 Ethical rules and legislation<br />
<strong>SO</strong>L and its employees act legally and in accordance with<br />
current, generally accepted business practices. As a member<br />
of the Real Estate Employers, <strong>SO</strong>L and its employees<br />
develop the industry by complying with the ethical rules.<br />
Each <strong>SO</strong>L employee is responsible for acquiring the necessary<br />
information on the legislative regulations concerning<br />
their work. Supervisors must ensure the employees<br />
receive adequate orientation to these rules. If in doubt,<br />
<strong>SO</strong>L employees should always turn to their supervisor<br />
for help. <strong>SO</strong>L supervisors must ensure full compliance<br />
with laws, regulations and good business practices. If<br />
an employee notices any breaches of regulations, they<br />
must immediately notify their supervisor, who will take the<br />
necessary actions at once and report the matter to the<br />
Group management.<br />
We apply the ethical<br />
guidelines published by the<br />
Real Estate Employers and<br />
work to raise the profile of<br />
the property service sector<br />
• We will act reliably and with high quality, in accordance<br />
with the promises and commitments given to<br />
customers<br />
• We will act responsibly and also expect responsible<br />
operations from our partners<br />
• We are bound by the duty of professional secrecy<br />
with regard to confidential information and we will not<br />
misuse any information obtained<br />
• We will fulfil our social obligations and responsibilities,<br />
and we are familiar with the standards of the industry<br />
• We undertake to maintain the skills and development<br />
of our personnel and we will promote employee wellbeing<br />
and the occupational safety of our personnel and<br />
customer companies<br />
• We will respect other enterprises in the sector, compete<br />
fairly and work to abolish the grey labour market<br />
• We will provide every employee with a photographic<br />
ID, displaying their personal details and tax ID and<br />
submit all company and subcontractor information<br />
required under the provision of the Act on the<br />
Contractor’s Obligations and Liability when Work is<br />
Contracted Out, using the tilaajavastuu.fi online service<br />
• We are committed to promoting environmental values<br />
and awareness<br />
• We will encourage equality at work and acceptance of<br />
individuality and diversity within the work community<br />
20 Responsibility <strong>2018</strong> | www.sol.fi
we will operate responsibly<br />
by providing fair temporary work.<br />
3.1.3 Conflicts of interests, gifts and bribes<br />
<strong>SO</strong>L employees are expected to promote <strong>SO</strong>L’s interests<br />
and act in a responsible manner. <strong>SO</strong>L employees<br />
must avoid all situations that might result in a conflict of<br />
interests.<br />
The corruption and bribery ban permeates all <strong>SO</strong>L<br />
operations. <strong>SO</strong>L and its employees may not make or offer<br />
bribes or unlawful payments to customers, managers,<br />
national of local authorities or other parties to gain or<br />
retain business, or for any other equivalent reason.<br />
<strong>SO</strong>L does not grant direct or indirect support to political<br />
parties, organisations or individual politicians.<br />
<strong>SO</strong>L employees may not accept personal benefits or<br />
gifts from stakeholders or suppliers which run contrary<br />
to applicable laws or local business practices. Gifts or<br />
benefits must only be accepted if they are offered in the<br />
context of regular business activities and they are ordinary,<br />
reasonable and low in monetary value.<br />
Gifts and hospitality may be acceptable if they are:<br />
• not offered on a regular basis, are given or received<br />
openly and without an obligation and/or expectation of<br />
a favour in return<br />
• approved by stakeholders and able to stand public<br />
scrutiny<br />
• legal, ordinary and of moderate monetary value<br />
• Before offering a gift or benefit to a partner, employees<br />
must ensure that they are aware of the rules and ethical<br />
guidelines observed by the recipient to prevent bribery.<br />
In Finland, hospitality in the public sector is subject to<br />
guidance (1592/2010) issued by the Ministry of Finance,<br />
available (in Finnish) at: www.vm.fi/vm/fi/04_julkaisut_ja_<br />
asiakirjat/02_henkilostohallinnon_asiakirjat/03_ohjeet/<br />
20100825Vieraa/Vieraanvaraisuudesta__eduista.pdf<br />
Examples of acceptable hospitality include attendance<br />
at occasions such as birthday and retirement receptions<br />
organised by a partner. In these circumstances, gifts in<br />
keeping with convention are acceptable. Also acceptable<br />
are parties and cultural events in the context of meetings<br />
and training courses.<br />
Gifts or benefits exceeding a value of EUR 100 offered<br />
to a <strong>SO</strong>L employee must be authorised by a Service Director,<br />
Business Director or Managing Director.<br />
Benefits must not be accepted if:<br />
• The value of the benefit exceeds conventional business<br />
practices<br />
• The benefit is in conflict with <strong>SO</strong>L’s interests and values<br />
• The benefit may impair or be seen to impair the other<br />
party’s independence or impartiality<br />
• The benefit is likely to arouse suspicions regarding the<br />
giver’s motives or its impact on decision-making or<br />
outcomes of business<br />
• The benefit could generate negative publicity for <strong>SO</strong>L<br />
As a general rule, <strong>SO</strong>L will cover the costs of any travel<br />
related to events and travels organised by external parties.<br />
In the event of confusion regarding the appropriateness/legality<br />
of giving or receiving a gift, it must be<br />
declined.<br />
3.1.4 Responsible Personnel services<br />
The <strong>SO</strong>L Group’s personnel services arm, <strong>SO</strong>L Henkilöstöpalvelut,<br />
is an authorised member of the Private<br />
Employment Agencies’ Association (HPL) and a member<br />
of Service Sector Employers Palta. As an authorised company,<br />
we commit to adhering to the authorisation rules<br />
and to responsible operations by offering fair temporary<br />
work.<br />
3.1.5 Fair temporary work<br />
The authorisation of personnel services companies ensures<br />
the fairness of temporary staffing for both employees<br />
and user companies. Authorised companies wish to<br />
highlight their commitment to legal, ethical procedures.<br />
As for customer companies and temporary staff, they wish<br />
to be able to identify the honest and reliable operators<br />
in the field. The authorisation rules are provided to both<br />
parties for information. Compliance with the authorisation<br />
rules is monitored.<br />
The Private Employment Agencies’ Association has<br />
prepared general terms and conditions for temporary<br />
staffing and recruitment to clarify the distribution of<br />
responsibilities and rules between the contractual parties.<br />
The terms and conditions also take into account the<br />
right of employees and job applicants. The general terms<br />
and conditions are intended to serve as an appendix<br />
to the contract between a personnel services company<br />
and its customer. The contractual terms and conditions<br />
specify the course of the process, the obligations of the<br />
contractual parties, the validity and termination of the<br />
contract, the making of reclamations, and indemnities. The<br />
parties may deviate from the terms and conditions by a<br />
separate, written customer agreement.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
21
3.2 Stakeholders<br />
<strong>SO</strong>L’s social responsibility covers all stakeholders:<br />
customers, personnel, subcontractors, partners, shareholders,<br />
authorities, the company’s own business sectors<br />
and their organisations, the media, and cooperation with<br />
non-profit organisations.<br />
We comply with the laws, regulations and guidelines<br />
of local authorities in all our operating countries. We<br />
diligently take care of our taxes and payments, which are<br />
further used for maintaining social services and public<br />
infrastructure.<br />
3.2.1 Our priority is a sunny, satisfied and<br />
loyal customer<br />
<strong>SO</strong>L’s operations are divided into local service districts,<br />
which are responsible for their own customers and are as<br />
close to the customer as possible. <strong>SO</strong>L has nearly 10,000<br />
registered customers. and fulfilling contractual obligations<br />
with them is a matter of honour to <strong>SO</strong>L. <strong>SO</strong>L likewise<br />
expects the same from its contracting parties.<br />
In line with our operating system, we aim to prevent<br />
problematic situations and to rectify and continuously<br />
improve our services.<br />
Customer satisfaction and customer retention are<br />
monitored in all our activities every month. A continuous<br />
customer feedback and questionnaire procedure is in use<br />
and it is conducted monthly with some of the customers.<br />
This procedure is based on the <strong>SO</strong>LE guidelines and on<br />
an annual plan. <strong>SO</strong>L’s customer satisfaction has been at an<br />
excellent level for many years.<br />
The end-user of <strong>SO</strong>L’s services is a private customer<br />
whom we serve to the best of our ability. Our goal is to<br />
have customers who want to do business with companies<br />
and communities using our services or with our own<br />
full-service laundries also in the future.<br />
3.2.2 Personnel<br />
We currently employ nearly 14,000 people, to whom we<br />
are committed to paying wages and salaries according<br />
to agreements and for whom we pay employers’ contributions.<br />
We serve our customers with and through our<br />
personnel. Our key value is the joy of working.<br />
<strong>SO</strong>L aims for a fair personnel policy, which enables the<br />
company to safeguard employment and guarantee high<br />
job satisfaction. Investment in the continuous development<br />
of employees’ skills provides maximum benefits for<br />
customers, employees and <strong>SO</strong>L.<br />
The well-being of personnel is fully addressed.<br />
Employees are encouraged and trained to participate<br />
in the planning and development of their own tasks in<br />
everyday work, as well as in long-term planning and development.<br />
For instance, the annual action plan and budget<br />
are built from the bottom upwards, thus involving as many<br />
employees as possible. In Finland, the personnel working<br />
at least 15 hours per week are provided with general prac<br />
22 Responsibility <strong>2018</strong> | www.sol.fi
Customer satisfaction<br />
Figure 5. Customer satisfaction 2014-<strong>2018</strong><br />
100<br />
90<br />
80<br />
70<br />
60<br />
50<br />
40<br />
30<br />
20<br />
10<br />
0<br />
2014 2015 2016 2017 <strong>2018</strong><br />
<strong>SO</strong>L Palvelut Oy<br />
2014 2015 2016 2017 <strong>2018</strong><br />
<strong>SO</strong>L<br />
Pesulapalvelut Oy<br />
2014 2015 2016 2017 <strong>2018</strong><br />
<strong>SO</strong>L<br />
Henkilöstöpalvelut Oy<br />
Laughter<br />
Smile<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
23
titioner-level healthcare after six months of employment,<br />
and <strong>SO</strong>L has adopted <strong>SO</strong>L Life as an “Ongoing Care<br />
Model”.<br />
High priority is systematically given to occupational<br />
safety, risk management and pro-activeness throughout<br />
our operations. Rapid communications and interaction<br />
commensurate with the situation have been further<br />
strengthened.<br />
Personnel competence is improved by short-term and<br />
long-term in-house coaching and training sessions, and<br />
by apprenticeship training. <strong>SO</strong>L offers active tutoring and<br />
mentoring for all personnel groups and conducts a continuous<br />
Joy Barometer job satisfaction survey. “From goals<br />
to results” discussions help in setting goals, achieving<br />
results, developing operations and they also facilitate the<br />
personnel’s self-development. A scorecard is used for monitoring<br />
and controlling the achievement of the goals. The<br />
Quality Passport has been in use at <strong>SO</strong>L for a long time<br />
now as a tool to reward employees for good performance.<br />
<strong>SO</strong>L has a good and effective relationship with labour<br />
organisations.<br />
3.2.3 Responsible owners with a face<br />
In a family business, the owners of <strong>SO</strong>L have a key role<br />
and long traditions of developing the company and its<br />
operations. The owners expect from the employees responsible<br />
operations in accordance with the company’s values.<br />
<strong>SO</strong>L is an active member of the Finnish Family Firms<br />
Association, which promotes an operational framework for<br />
and responsible ownership of family enterprises.<br />
3.2.4 We select our partners carefully<br />
<strong>SO</strong>L’s partners include a number of suppliers of services<br />
and goods. Our partners are expected to be reliable, professional<br />
and responsible, and <strong>SO</strong>L invests in cooperation<br />
with them. For further information, please see the section<br />
on Social Responsibility. Our aim of cost effectiveness will<br />
also challenge <strong>SO</strong>L’s partners.<br />
3.2.5 Developer of the business sector<br />
<strong>SO</strong>L’s roots in Finland’s business community run deep.<br />
The first operations are considered to have started in 1848<br />
when dye master C.A. Lindström founded a textile dye<br />
house and laundry on the hill where Finland’s Parliament<br />
House currently stands.<br />
<strong>SO</strong>L has significantly improved the sector’s image with<br />
its reputation as a good employer and provider of quality<br />
services. <strong>SO</strong>L is well-known for transforming the property<br />
business into a service sector.<br />
<strong>SO</strong>L is an active opinion leader in the Confederation<br />
of Finnish Industries, Real Estate Employers and Palta<br />
Oy. Juhapekka Joronen, the Managing Director of <strong>SO</strong>L<br />
Palvelut, is a member of the Board of the Confederation<br />
of Finnish Industries and the Chairman of the Board of the<br />
Real Estate Employers. We also participate in the work<br />
of other bodies and accept positions of trust and expert<br />
tasks offered.<br />
3.2.6 Communications and media<br />
Our business sectors interest everybody. <strong>SO</strong>L aims for<br />
transparent interaction with the media and regularly<br />
reports the Group’s news directly to the media via targeted<br />
press releases, which are also available on our<br />
website. Our communication channels in Finland include<br />
the Group’s intranet and the <strong>SO</strong>LISTI customer magazine,<br />
in addition to the website and social media. Our entire<br />
website has been translated into English. Our communications<br />
department coaches and trains the personnel and it<br />
is responsible for internal and external communications in<br />
accordance with the company’s communications plan.<br />
We are pleased to share information about our actions<br />
and results. Our experts are encouraged to make public<br />
presentations and to share their knowledge outside the<br />
group.<br />
3.2.7 Increasing our global role<br />
Individual rights and shared responsibility are evolving. We<br />
will have an increasing role in employing labour coming<br />
from less developed countries and also in improving the<br />
conditions of their countries of origin.<br />
In 2012, we signed the Diversity Charter Finland, according<br />
to which:<br />
We will offer equal opportunities. We will recognise and<br />
utilise individual skills and needs.<br />
We will manage the personnel and customers fairly.<br />
We will provide information on our goals and accomplishments.<br />
<strong>SO</strong>L has a multicultural development group, which<br />
reports directly to the Management Team. We employed<br />
2,171 foreign nationals in Finland in <strong>2018</strong>.<br />
Since 2007, <strong>SO</strong>L has had a Young Staff Development<br />
Group with participants representing employees from<br />
different sectors. The purpose of the group is to promote<br />
the position of young employees and highlight their views<br />
on issues.<br />
<strong>SO</strong>L is a member of FIBS and a partner of the Responsible<br />
Summer Job campaign. During <strong>2018</strong> we have<br />
supported the education of Tanzania’s orphan children in<br />
many different ways.<br />
3.2.8 Working life committee cooperation<br />
<strong>SO</strong>L is engaged in large-scale cooperation with educational<br />
institutions, starting from sponsoring classes in upper<br />
secondary schools. Vocational schools in our field as well<br />
as polytechnics and universities are important partners<br />
for us in training, internships and teaching and they also<br />
provide us with skilled employees.<br />
The Manager of Training at <strong>SO</strong>L acts as the chair of<br />
the new working life committee of Cleaning and Property<br />
Services appointed by the Board of Education and as the<br />
Chair of the degree committee.<br />
In 2017, <strong>SO</strong>L was involved in a work group to renew<br />
some of the qualifications in our sector. Now, the Facilities<br />
Services Sector has a new degree entity for the Vocational<br />
Qualification and Further and Specialist Vocational Qualifications<br />
in Cleaning and Property Services that combine<br />
the previous seven qualifications of our sector.<br />
24 Responsibility <strong>2018</strong> | www.sol.fi
We comply with the UN<br />
Global Compact principles<br />
in our operations:<br />
1. Businesses should support and respect the protection<br />
of internationally proclaimed human rights within<br />
their sphere of operation.<br />
2. Businesses should make sure that they are not complicit<br />
in human rights abuses.<br />
3. Businesses should uphold the freedom of association<br />
and the effective recognition of the right to collective<br />
bargaining;<br />
4. the elimination of all forms of forced and compulsory<br />
labour;<br />
5. the effective abolition of child labour; and<br />
6. the elimination of discrimination in respect of employment<br />
and occupation.<br />
7. Businesses should support a precautionary approach<br />
to environmental challenges;<br />
8. undertake initiatives to promote greater environmental<br />
responsibility; and<br />
9. Businesses should encourage the development and<br />
diffusion of environmentally friendly technologies.<br />
10. Businesses should work against corruption in all its<br />
forms, including extortion and bribery.<br />
in Finland,<br />
we employ more than<br />
3,000 foreign nationals<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
25
Financial<br />
responsibility<br />
<strong>SO</strong>L’s financial goals are based on profitable growth<br />
and profitability. In addition to organic growth, <strong>SO</strong>L<br />
aims to acquire business operations and enterprises<br />
that will support the Group’s operations. A long-term<br />
goal is for return on investment (ROI) to exceed 20%.<br />
4rowth<br />
G<br />
will be financed from income. Our<br />
equity ratio of 48.8% enables cost-effective<br />
liquidity fluctuations. Good liquidity safeguards<br />
<strong>SO</strong>L’s payment obligations to stakeholders<br />
and also builds in flexibility for any<br />
quick acquisitions needed. <strong>SO</strong>L’s liquidity has remained at<br />
a good level. In addition to paying employees’ contributions<br />
and public payments, the Group has been able to<br />
finance investments and other acquisitions from income<br />
in accordance with set plans. <strong>SO</strong>L wants to ensure that it<br />
meets all payment obligations according to the agreed<br />
payment terms without delay, and also expects the same<br />
punctuality from customers with regard to their payments.<br />
Our liquidity is measured with the Quick ratio which in<br />
<strong>2018</strong> was 1.3, meeting our objective.<br />
All of <strong>SO</strong>L’s services are produced locally, and the operations<br />
have been organised accordingly. <strong>SO</strong>L’s business<br />
management, as well as the financial and HR administration<br />
of <strong>SO</strong>L City, <strong>SO</strong>L headquarters in Finland, support<br />
our local operations. Some of the financial administration<br />
operates in Seinäjoki and Kouvola.<br />
The turnover of <strong>SO</strong>L Group has risen by 13.8% since<br />
2014, the growth of foreign subsidiaries has reached<br />
33.7%, and that of Finnish subsidiaries 9.5%.<br />
In <strong>2018</strong>, the turnover in Finland were distributed as<br />
follows: cleaning and facility services 73.4%, property<br />
and security services 5.6%, laundry services 3.8%, and IT<br />
services 0.7%. Finnish operations accounted for 79% and<br />
foreign operations for 21% of turnover.<br />
<strong>SO</strong>L’s gross investments amounted to MEUR 7, while<br />
procurement of materials and services amounted to a<br />
steady MEUR 12.3 in <strong>2018</strong>.<br />
We operate<br />
nationally,<br />
we serve locally.<br />
26 Responsibility <strong>2018</strong> | www.sol.fi
Group net sales, MEUR Change in net sales, %<br />
320<br />
288<br />
269,6 274,0<br />
285,0<br />
311,8 306,8<br />
25<br />
256<br />
20<br />
224<br />
192<br />
15<br />
160<br />
128<br />
10<br />
9,4<br />
96<br />
64<br />
32<br />
0<br />
2014<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
5<br />
0<br />
2,9<br />
2014<br />
2<br />
2015<br />
4,04<br />
2016<br />
2017<br />
-1,6<br />
<strong>2018</strong><br />
Equity ratio, %<br />
Return on investment, MEUR<br />
50<br />
42,9<br />
44,8 43,7<br />
47,7 48,8<br />
40<br />
40<br />
32<br />
27,8<br />
30<br />
24<br />
21,4<br />
20<br />
16<br />
12,6 12,9<br />
10<br />
8<br />
7,2<br />
0<br />
2014<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
0<br />
2014<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
Gearing, %<br />
Quick Ratio<br />
0<br />
-10<br />
-20<br />
-30<br />
-40<br />
1,6<br />
1,4<br />
1,2<br />
1,0<br />
1,1<br />
1,2<br />
1,3<br />
1,4<br />
1,3<br />
-50<br />
0,8<br />
-60<br />
-70<br />
-80<br />
-90<br />
-57,7<br />
-66,5 -69,0 -68,5<br />
-59,2<br />
0,6<br />
0,4<br />
0,2<br />
-100<br />
2014<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
0,0<br />
2014<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
Purchases, MEUR<br />
14<br />
12<br />
10<br />
12,5 12,8<br />
11,8 11,6<br />
11,7<br />
10,7<br />
10,5<br />
12,0<br />
11,2<br />
Services<br />
Material<br />
8<br />
6<br />
4<br />
2<br />
1,1<br />
0<br />
2014<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
www.sol.fi | Responsibility <strong>2018</strong><br />
27
Responsibilities<br />
to stakeholders<br />
<strong>SO</strong>L wants to offer everyday experiences that delight,<br />
inspire and excite customers. At their best, these<br />
experiences elevate the mind, enhance everyday life and<br />
the workday, and provide a sense of cleanliness and security.<br />
55.1 Responsibilities to<br />
customers<br />
<strong>SO</strong>L offers high-quality services in a timely manner as<br />
agreed in the contract. The services are developed in<br />
accordance with the customer’s expectations and preferences.<br />
Our service solution model enables <strong>SO</strong>L to provide<br />
multiple services from one source, making our solutions<br />
the most advantageous economically.<br />
Productivity and efficiency are important goals in developing<br />
<strong>SO</strong>L’s processes. All our service sectors in Finland<br />
have a personnel recruitment and substitute system in<br />
electronic format. The personnel’s orientation training and<br />
some of the other training sessions are on the Internet,<br />
giving learners more freedom with regard to time and<br />
place. Nearly all of the invoices in Finland are transmitted<br />
to customers in a paperless format. Also nearly 100% of<br />
the purchase invoices are e-invoices. Continuous attention<br />
is paid to proper management of receivables, ensuring<br />
equal treatment for all customers.<br />
In Finland, we have enhanced the reporting system under<br />
the provisions of the Act on the Contractor’s Obligations<br />
and Liability when Work is Contracted Out. We use<br />
the www.tilaajavastuu.fi online service. These links enable<br />
customers to check that we fulfil our social responsibilities.<br />
while the figure in 2013 was 77.2%. Wages and salaries, excluding<br />
side expenses, amounted to MEUR 197.3 in 2017.<br />
<strong>SO</strong>L bears responsibility for safeguarding employment<br />
also in the future. The company’s workforce consists<br />
mainly of people in permanent employment relationships,<br />
some of which may be part-time due to the nature of the<br />
work. The proportion of temporary staff will increase with<br />
the expansion of <strong>SO</strong>L Henkilöstöpalvelut Oy’s operations.<br />
Personnel are rewarded for good work performance,<br />
which is followed up by customer satisfaction and other<br />
weighted indicators, such as the scorecard. Rewards<br />
for successful work performance have been given, for<br />
instance, to the service district of the year, the vendor of<br />
the year, the service instructor of the year, the Service Supervisor<br />
of the year, and the Service Director of the year.<br />
<strong>SO</strong>L organises an annual Quality Award competition<br />
with separate categories for service supervisors, service<br />
districts and sales personnel. Awards are also given for the<br />
environmental and well-being at work categories. Competition<br />
entries are submitted in the form of applications<br />
showing budgets, results and the previous year’s figures.<br />
The Quality Award is based on a competition by the<br />
Finnish Quality Association, which has been adapted to<br />
suit <strong>SO</strong>L’s needs. The key considerations in the competition<br />
are customer orientation, employee well-being and<br />
financial results. The practice has been established since<br />
1996.<br />
5.2 Responsibilities<br />
to employees<br />
At <strong>SO</strong>L, employees have a key role in everything we do.<br />
In 2017, personnel costs represented 79.4% of net sales,<br />
28 Responsibility <strong>2018</strong> | www.sol.fi
The quality prizes of <strong>2018</strong> were awarded in the <strong>SO</strong>L Days of November.<br />
1st category quality prize was awarded to Julija Goncalves ja Vladen Melechko.<br />
‘Every time the prize comes as a really good surprise. It was the same this year, since we<br />
did not do as well as we had hoped. To us the quality prize means that we are on the right<br />
path and we are very proud of our ship team. It was amazing to announce that we got<br />
the prize. Last year’s biggest challenge was labour shortage in Greater Helsinki, but we<br />
prevailed. In our company cooperation works well and help and advice is always available<br />
The other challenge was balance and staying in budget. We thought a lot about how<br />
to implement work so that we benefit more and can at the same time maintain our good<br />
quality. Keeping both the customer and the employees happy. Our location has two<br />
superiors and they both have their own strengths and weaknesses we use to complement<br />
each other. And it has worked really well Thank you for appreciating our work this year!’<br />
Thank you to you also, Julija and Vladen.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
29
LIIAN PIENI<br />
RE<strong>SO</strong>LUUTIO<br />
5.3 Responsibilities to the<br />
authorities<br />
<strong>SO</strong>L and its personnel must comply with local laws and<br />
regulations in all countries and under all circumstances.<br />
<strong>SO</strong>L pays its statutory obligations in accordance with<br />
existing regulations. As an employer, <strong>SO</strong>L takes care of its<br />
employees’ statutory contributions. The company also reports<br />
and compiles statistics for the authorities as agreed.<br />
In <strong>2018</strong>, <strong>SO</strong>L’s Finnish companies paid value-added tax,<br />
income tax, operational taxes and PAYE income tax totalling<br />
MEUR 69.9 (MEUR 64.1 in 2014). Compulsory social<br />
security and pension contributions amounted to a total of<br />
MEUR 35.1 in <strong>2018</strong> and MEUR 35.9 in 2014.<br />
5.4 Responsibilities to<br />
suppliers and partners<br />
<strong>SO</strong>L purchases products, services and energy for its property,<br />
cleaning, facility maintenance and laundry services, as<br />
well as for production subcontracting services that include<br />
delivery and laundry services, outdoor area property management<br />
service and a variety of made-to-order cleaning<br />
services. Products and services necessary for running the<br />
administration and operations are also purchased.<br />
<strong>SO</strong>L’s General Terms and Conditions apply to all<br />
suppliers, and invoices are paid according to the terms<br />
of payment. All payments made to suppliers are based<br />
on contracts and invoices. All forms of corruption and the<br />
use of illegal (“black”) labour are strictly prohibited within<br />
<strong>SO</strong>L. Good contractual practice is monitored by internal<br />
controls and audits in accordance with the <strong>SO</strong>L Operating<br />
System.<br />
In <strong>2018</strong>, all purchases by <strong>SO</strong>L’s Finnish companies were<br />
from within the EU area.<br />
<strong>SO</strong>L’s operations have significant indirect impacts, especially<br />
in smaller towns. <strong>SO</strong>L is a primary client for many<br />
entrepreneurs and thus affects the economic well-being of<br />
subcontractors’ employees.<br />
5.5 Liabilities to<br />
financial institutions<br />
<strong>SO</strong>L’s goal is to finance its operations from income. The<br />
Finnish companies do not have short-term or long-term<br />
loans from banks. The Group’s foreign subsidiaries have<br />
bank loans. <strong>SO</strong>L Palvelut Oy has a limit of EUR 3 million.<br />
30 Responsibility <strong>2018</strong> | www.sol.fi
All procurement is governed<br />
by written supplier<br />
contracts and pre-planned<br />
logistics solutions.<br />
<strong>SO</strong>L does not use random<br />
procurement or randomly<br />
selected suppliers.<br />
Our procurement procedures<br />
include at least the following:<br />
• legality – compliance with each country’s applicable<br />
legislation<br />
• corruption and bribery ban<br />
• respect for employees’ human rights<br />
• child labour ban<br />
• employee safety and health<br />
• environmental protection<br />
• effective service chain with low overall cost<br />
• CO2 emissions of the auto equipment max. 130 g/km<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
31
Environmental responsibility<br />
We all have a dream of a better and cleaner environment,<br />
of a place where our children and grandchildren can<br />
grow and live safely. Environmental deterioration<br />
must be stopped. We can affect our future by<br />
actively seeking new ways and means to secure a<br />
cleaner and healthier environment in the future.<br />
66.1 Environmental policy<br />
<strong>SO</strong>L wants to provide services in a manner that aims to<br />
conserve natural resources and reduce environmental<br />
impacts. We are aware of the environmental impact of our<br />
services and of our responsibility as the user of products<br />
and the producer of waste, all of which are addressed<br />
throughout our decision-making processes. We comply with<br />
all valid laws and regulations in all our activities.<br />
We are committed to continuously improving our operations<br />
and reducing environmental impacts. We purchase<br />
the most eco-friendly technology available at reasonable<br />
costs. We aim to use natural resources and energy in a way<br />
that minimises their consumption and emissions. We promote<br />
the right type of waste sorting and we aim to reduce<br />
the amount of waste generated.<br />
We disseminate information about our operations transparently,<br />
both to our external stakeholders and to <strong>SO</strong>L’s<br />
own personnel. We aim at being able to guide our customers<br />
towards an environmentally friendly model of operations<br />
and support them in achieving their environmental<br />
goals through our expertise. We aim to be ranked by<br />
our customers and personnel as the best operator in the<br />
environmental field.<br />
We train, advise and encourage <strong>SO</strong>L employees to work<br />
in a responsible manner and to address environmental<br />
issues more efficiently both at work and in their leisure time.<br />
We develop indicators that can verify the environmental<br />
impact of our operations. The management regularly monitors<br />
the status of the environmental issues. The business<br />
line management reviews include an evaluation of the<br />
environmental management, and necessary measures are<br />
taken based on the results of the evaluation.<br />
6.2 Environmental<br />
goalsand objectives<br />
Environmental objectives have been defined for industries<br />
in the <strong>SO</strong>L’s environmental policy. They guide our personnel<br />
to act to control climate change.<br />
Responsibility is a shared concern for all of us.<br />
32 Responsibility <strong>2018</strong> | www.sol.fi
We reduce the<br />
consumption<br />
of paper and<br />
energy<br />
We reduce the<br />
use of plastic<br />
We reduce the<br />
emissions of<br />
vehicles and<br />
machinery<br />
<strong>SO</strong>L<br />
Environmental<br />
Goals<br />
We use Swan<br />
labelled<br />
detergents<br />
The personnel<br />
acts responsibly<br />
Our<br />
suppliers are<br />
environmentally<br />
responsible<br />
We participate<br />
in the customer’s<br />
environmental<br />
work<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
33
The environmental objectives are evaluated annually and<br />
the achievement of these objectives and the changes in the<br />
operation’s environmental impact are measured on a group<br />
level.<br />
6.3 Environmental aspects<br />
<strong>SO</strong>L’s environmental policy, goals and objectives are based<br />
on information about the environmental aspects and<br />
impacts of our operations and services. Identification and<br />
evaluation of the environmental aspects are presented<br />
in the Environmental Management system. A valuation<br />
method that is based on information gained from our own<br />
operations, on the company’s potential leverage, and on<br />
information provided by external studies is used for identifying<br />
the importance of environmental aspects. Statutory<br />
requirements, importance to the company’s image, environmental<br />
benefits in relation to implementation costs, and the<br />
severity and scope of environmental impacts are taken into<br />
account when assessing importance factors.<br />
The industry-specific assessment procedure for environmental<br />
aspects and the criteria for valuation are documented<br />
in the environmental data of our Operating System. The<br />
activities receiving the largest weighting using this method<br />
have been selected for implementation.<br />
An industry-specific implementation programme defining<br />
the operating instructions, timetables, measurement<br />
method and responsibilities for achieving the environmental<br />
goals and objectives has been prepared. The implementation<br />
programmes are documented in the environmental data<br />
of our Operating System.<br />
Customer-specific environmental goals will be prepared<br />
in conjunction with customer-specific action plans.<br />
Environmental Team and environmental coordinator<br />
The task of the <strong>SO</strong>L group environmental section is to coordinate<br />
the responsibility functions related to the subject<br />
and to follow its global and local trends.<br />
The environmental supervisors for each region coordinate<br />
local environmental operations and training and this<br />
relays local environmental knowledge to the employees.<br />
The environmental coordinators will conduct customer-specific<br />
environmental reviews and give reports about<br />
them to the Environmental Team.<br />
Environmental aspects are evaluated when necessary<br />
and at least once every three years. The required changes<br />
in action plans and goals are implemented based on the<br />
information obtained from the evaluation and monitoring.<br />
Environmental reviews by sector and by location will be<br />
made according to the annual plan prepared by the Environmental<br />
Team.<br />
The achievement of the environmental goals specified<br />
in action plans is monitored in development discussions.<br />
The districts will monitor the implementation of the action<br />
plans in their district meetings. The implementation of the<br />
environmental plans will also be evaluated in conjunction<br />
with internal audits.<br />
6.4 Me, you, <strong>SO</strong>L and<br />
the environment<br />
As part of the Society’s Commitment to Sustainable Development,<br />
<strong>SO</strong>L as a service employer has committed to<br />
strengthening <strong>SO</strong>L’s egalitarian work community. A good<br />
work community is made up of people from different<br />
cultures and of different ages and backgrounds. We are<br />
an international company, but our values are the same<br />
regardless of the country of operation. According to our<br />
image of humankind, people want to do good work. We<br />
want to give everyone this opportunity. We signed the<br />
Finnish Society’s Commitment to Sustainable Development<br />
in June 2016. The targets and actions related to the<br />
commitment were drafted in cooperation between our<br />
environmental coordinators, the Environmental Team and<br />
senior management.<br />
As a steady employer, our commitment also includes<br />
wise accounting practices and sustainable work that respects<br />
nature and people. We communicated our Commitment<br />
2050 targets and actions in the form of a video<br />
to reach a larger number of our personnel, customers and<br />
stakeholders.<br />
We constantly work to fulfil our social commitment and<br />
monitor the realisation of the objectives.<br />
34 Responsibility <strong>2018</strong> | www.sol.fi
Commitment 2050 targets and actions<br />
1. Equal opportunities for well-being<br />
We are all different and we all have a place at <strong>SO</strong>L. We<br />
value diversity and consider it a resource. We develop<br />
management at <strong>SO</strong>L and we believe that our management<br />
in the future will be service-oriented management.<br />
We believe that a good work community is made up<br />
of people of different ages and from different cultures.<br />
About 30 per cent employee are citizens of a country<br />
other than Finland. We predict that, by 2050, 60% of our<br />
employees will be from countries other than Finland.<br />
<strong>SO</strong>L also has a lot of young employees. Employees under<br />
30 years of age make up 42% of our workforce. According<br />
to our image of humankind, people want to do<br />
good work. We want to give everyone this opportunity.<br />
We are committed to developing <strong>SO</strong>L’s age programme<br />
The goal of the age programme is to promote the<br />
work ability and well-being at work of <strong>SO</strong>L’s employees,<br />
support the motivation of different age groups, reduce<br />
sickness absences, increase the average retirement age,<br />
increase respect towards senior workers and ensure the<br />
transfer of tacit knowledge.<br />
We have drafted the age programme in 2016<br />
We are committed to promoting the career development<br />
of immigrant employees<br />
we have salaried employees who are immigrants<br />
in all of our districts achieved/not achieved<br />
2. Working sustainably<br />
We want <strong>SO</strong>L to be a place where happy multi-experts<br />
work. We provide a wide range of active training opportunities<br />
and our online study programmes bring studies<br />
close to <strong>SO</strong>L employees right from the very beginning.<br />
We train professionals who know how to do it right the<br />
first time and develop their work continuously in small<br />
steps according to the LEAN method. The <strong>SO</strong>L Life<br />
programme looks after the safety and well-being of<br />
employees throughout their employment relationship.<br />
We want our employees to retire healthy. We actively<br />
monitor the job satisfaction of our personnel as well as<br />
the rates of sickness absences, accidents and disability<br />
pensions. We have set goals for these and aim to achieve<br />
them.<br />
Now we want to make sure that the information we<br />
receive through employee satisfaction surveys is accurate.<br />
We also want to develop new methods for supporting<br />
our employees. We value the joy of working and<br />
everyday creativity.<br />
We are committed to developing our work so that<br />
the results of the Joy Barometer employee satisfaction<br />
survey is above four and the response rate is<br />
80%.<br />
Joy Barometer: Target: above 4 (scale 1-5) + response<br />
rate 80% in all employee groups<br />
achieved/not achieved<br />
We are committed to developing an online tool for<br />
supervisors that enables them to be constantly present<br />
and support the well-being of employees.<br />
Manager’s online tool 2050<br />
achieved/not achieved<br />
3. Resource-wise economy<br />
<strong>SO</strong>L is a Solar System that provides its customers with<br />
service solutions. We work to break down unnecessary<br />
barriers between different services. It is easier and more<br />
affordable for our customers to buy, manage and develop<br />
work when they can do it with a single partner. The customer<br />
saves time and we, for our part, can offer new work<br />
opportunities for multi-experts. By combining different<br />
tasks, we can make it easier to find full-time work from<br />
within our company. Supervisors are responsible for shift<br />
planning and ensuring shift availability. Now we want to<br />
make it possible for employees to book work shifts easily<br />
and flexibly. Our values are sunny and satisfied customers<br />
and an enterprising spirit. We value a sunny and satisfied<br />
customer and an enterprising spirit.<br />
We are committed to developing an electronic shift<br />
booking system.<br />
electronic shift booking system<br />
achieved/not achieved<br />
4. Decision-making that respects nature<br />
We always consider the environment in our work. We aim<br />
to constantly decrease the load that our operations cause<br />
on the environment. We have already done a lot of work in<br />
this regard and we want to ensure that this work continues.<br />
We are establishing rules for our procurements. Reliability<br />
is one of our core values.<br />
We are committed to establishing procurement instructions<br />
that will take into account matters important<br />
to us: our partner suppliers will have environmental<br />
management certificates<br />
• we will favour domestic suppliers<br />
• we will use less detergent than we do now<br />
• we will use less unrecycled plastic<br />
• we will use detergents with environmental labels (85%))<br />
We are committed to auditing suppliers and our own<br />
procurement processes.<br />
procurement instructions complied with/not complied<br />
with<br />
supplier audits carried out/not carried out<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
35
6.5 Responsibility as a<br />
part of everyday work<br />
6.5.1 Environmental auditing established in<br />
operational development<br />
We use the environmental audits to monitor whether our<br />
operations meet <strong>SO</strong>L’s Environmental Goals and measure<br />
our performance at the district, business sector and<br />
customer-specific levels. Our environmentally friendly<br />
operations are guided by the development perspective.<br />
Environmental audits are carried out with the help of the<br />
electronic system of <strong>SO</strong>L. 250 customer-specific environmental<br />
audits were completed.<br />
6.5.2 Procurements’ environmental impact<br />
In our procurement, we consider the environmental impact<br />
of the products and operate in a cost-efficient manner.<br />
We use established partners. and carry out supplier audits<br />
to ensure the environmentally friendly operations of our<br />
partners.<br />
6.5.3 Swan label-certified hotel cleaning<br />
<strong>SO</strong>L Palvelut was the first in Finland’s hotel cleaning<br />
business sector to be awarded the Swan label. Getting the<br />
renowned Nordic environmental labelling was one of the<br />
promises in <strong>SO</strong>L’s environmental programme ‘Sitoumus<br />
2050’. Swan label is an official sign to our customers of the<br />
quality of our services.<br />
In order to obtain the Swan label, our services has to meet<br />
the very strict conditions for the whole life cycle. The<br />
evaluation took into account, among others, the origin<br />
of the materials, the energy consumption of production<br />
and use, the use of chemicals and the generation of waste<br />
throughout the whole production and consumption chain.<br />
In cleaning services, the Swan label emphasises the use<br />
of cleaning agents that have environmental labelling<br />
and the limitation of chemicals, because in the cleaning<br />
process, cleaning agents comprise the largest environmentally<br />
taxing agent. Other criteria included minimising the<br />
environmental impact of transport and the environmental<br />
training of the personnel.<br />
6.5.4 Eco-labelled detergents<br />
We have paid particular attention to choosing detergents<br />
and assessing their environmental impacts. For this reason,<br />
<strong>SO</strong>L only uses eco-labelled products in washing cleaning<br />
textiles and dishes. With respect to other detergents,<br />
the proportion of Nordic Swan eco-labelled products is<br />
85%. We cooperate with a Finnish detergent manufacturer<br />
and invest in product development. We take care to regularly<br />
renew the Swan label for our products.<br />
We aim to make smart choices that support the<br />
occupational safety of our employees and environmental<br />
protection and keep waterways clean.<br />
6.5.5 Circular economy plastics in use<br />
We have started to use new and more environmentally<br />
friendly rubbish bags made out of circular economy material.<br />
Circular economy plastics are recycle plastics that customers<br />
have delivered to waste collection points. These<br />
Consumption of eco-labelled and other<br />
detergents<br />
15%<br />
85%<br />
Eco-labelled detergents<br />
Other detergents<br />
36 Responsibility <strong>2018</strong> | www.sol.fi
<strong>SO</strong>L Palvelut<br />
was the first in<br />
Finland’s hotel<br />
cleaning business<br />
sector to be<br />
awarded the Swan<br />
label.<br />
plastics are now used as a new material in the rubbish<br />
bags <strong>SO</strong>L uses.<br />
This is an amazing thing for us and the consumers,<br />
since the plastics consumers recycle will really be returned<br />
into use and this in turn encourages customers to keep on<br />
recycling plastic.<br />
The material also saves considerably CO2 emissions.<br />
The products are collected in Finland, they are recycled<br />
and reworked into raw materials and finally produced into<br />
products in Finland.<br />
Multiple-use rubbish bags<br />
We are currently using some 2,000 permanent garbage<br />
bags. The use of permanent garbage bags has seen steady<br />
growth. We carried out several campaigns related to<br />
the use of permanent garbage bags at our service districts<br />
in <strong>2018</strong>.<br />
11 plastic bottles are used to make one multiple-use<br />
garbage bag. A total of 58,850 plastic bottles have been<br />
used to make all the multiple-use waste sacks in <strong>SO</strong>L’s use.<br />
6.5.6 Eco-labelled cleaning equipment and<br />
towels<br />
We invest in eco-labelled cleaning textiles. All of the mop<br />
strings and microfibre towels we use carry the Swan label.<br />
6.5.7 Storage inventories<br />
Inventories were established as part of our daily<br />
philosophy of getting it right the first time and the development<br />
of our in-house operations. The inventories were<br />
carried out electronically for the first time and the results<br />
were available to the districts in real time. A total of 1,000<br />
inventories were carried out at our customer locations in<br />
<strong>2018</strong>.<br />
6.5.8 Responsible choices<br />
The entire staff works for and towards <strong>SO</strong>L’s responsibility.<br />
This year, responsibility is a strong element in work<br />
clothes choices. <strong>SO</strong>L’s whole Finland personnel will in the<br />
future work in clothes made of responsible materials. Over<br />
350,000 recycled plastic bottles have been used as the raw<br />
materials of the clothes.<br />
<strong>SO</strong>L and the Finnish work clothes manufacturer<br />
TouchPoint Oy want to take care of our shared planet. The<br />
harming environmental impacts of the clothing industry<br />
are many and decreasing them is our shared goal.<br />
Work clothes made of responsible materials are suitable<br />
for different working environments. The products<br />
of the <strong>SO</strong>L collection are designed so that they can be<br />
matched together and layered as the changing working<br />
and weather conditions require. Working clothes made of<br />
ecological materials ensure a comfortable user experience<br />
for the whole work day.<br />
The clothes collection gives also a strong outward<br />
message of responsibility. Every piece of clothing has a<br />
‘sustainable choice by <strong>SO</strong>L’ label and the product also<br />
tells the amount of plastic bottles used in it. A yellow sun<br />
shines from the collection, spreading positive energy.<br />
In cooperation with TouchPoint, we have produced<br />
mop bags and work clothes for the hotel sector out of<br />
plastic bottles. The total impact was over 500,000 recycled<br />
bottles.<br />
6.5.9 Waste management and energy<br />
efficiency at <strong>SO</strong>L headquarters<br />
At <strong>SO</strong>L City, the headquarters of <strong>SO</strong>L, waste management<br />
has been organised in line with circular economy. The<br />
energy utilisation rate of our waste is now 41% and the<br />
material utilisation rate is 59% at our headquarters and<br />
property (including tenants of the property). As energy<br />
efficiency measures, our headquarters have had the following<br />
changes:<br />
- reformation of district heating heat exchangers<br />
- a part of the lighting has been changed into<br />
LED technology 1, 2, 3<br />
floor corridors and stairways<br />
- ventilation equipment and building automatisation<br />
improved after the space changes<br />
- a solar panel system has been installed on<br />
the roof of the property, the system generates<br />
a part of the property’s electricity.<br />
6.5.10. Societal influencing<br />
The general secretariat of the committee of sustainable<br />
development held on Wednesday May 30 in the Finlandia<br />
Hall the State and future of sustainable development<br />
event for stakeholders and also the celebration reception<br />
of the committee of sustainable development’s 25 anniversary.<br />
Decision-makers and agents of government, organisations,<br />
business and science meet in the annual event.<br />
During the day the agents who have committed to the<br />
procedures of sustainable development are also given the<br />
time to speak. <strong>SO</strong>L’s representatives attended the event.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
37
esponsibility is reflected<br />
in day-to-day choices.<br />
6.6 Environmentally<br />
friendly transport<br />
In the procurement season 2017–2019, the emission limit<br />
for new vehicles is 130 g/CO2/km. The emission limit<br />
applies to passenger cars and small vans. Large vans and<br />
pickups used for ploughing are not included in the emission<br />
limit. This objective was met by 81% of our fleet, with<br />
a 19.4% improvement from the previous year.<br />
<strong>SO</strong>L vehicle procurement emphasises acquiring the<br />
right equipment for the right site. We have reduced the<br />
size of the vehicles whenever possible in order to enable<br />
lower emissions. We use hybrid and gas cars as well as<br />
a fully electric car that is currently in test use. We have<br />
reduced the number of diesel cars and favour cars that use<br />
petrol and alternative fuels. This is due to the NOx emissions<br />
from diesel engines that are difficult to purify.<br />
In <strong>2018</strong>, <strong>SO</strong>L operated a total of 374 vehicles, 187 of<br />
which were passenger cars and 172 vans. The cars are<br />
used for about six years, making the average age of<br />
the cars three years. This means that about 60 cars are<br />
replaced every year.<br />
<strong>SO</strong>L pays attention to economic driving habits. In<br />
cooperation with our insurance company, we have organised<br />
courses in economic and safe driving for our personnel.<br />
We will continue the training in the next years.<br />
The reported emissions are in compliance with the recommendations<br />
of NEDC. The emissions of new vehicles<br />
will be determined according to the new WLTP test which<br />
will result in an increase in the emissions. This means that<br />
the same vehicle may have different emissions, depending<br />
on when it was registered.<br />
6.7 July Life cycle projects<br />
<strong>SO</strong>L is involved in producing services for the life cycle projects<br />
of property. We produce services in cooperation with<br />
construction companies or property maintenance service<br />
providers. In <strong>2018</strong>, the instructions and actions programme<br />
with its responsibilities were drafted for the life cycle<br />
project.<br />
We provide expert assistance in the design stage of the<br />
sites from surface materials and maintenance facilities to<br />
indoor and outdoor passageways. We influence the material<br />
choices of life cycle projects in an ecological manner,<br />
taking sustainable development into account. Our choices<br />
have a long-term impact on the quality of indoor air, the<br />
comfort of the property users, etc. We take care of the<br />
properties so that our services support the operations that<br />
follow the property’s life cycle plan.<br />
38 Responsibility <strong>2018</strong> | www.sol.fi
Energy utilisation rate of waste<br />
41 %<br />
Material utilisation rate of waste<br />
59 %<br />
650 000<br />
plastic bottle has been used in work<br />
clothes, multi-use bags, mop bags,<br />
garment covers, multi-use bags.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
39
6.8 <strong>SO</strong>L Pesulapalvelut<br />
6.8.1 Developing in-house operations<br />
The Group’s laundry services company, <strong>SO</strong>L Pesulapalvelut,<br />
invests in eco-friendliness in both machinery and<br />
detergents. Advances are made in both washing techniques<br />
and detergents. We use ongoing training to keep<br />
our laundry personnel up to speed with the changes. The<br />
training of new employees is also very comprehensive.<br />
With respect to the environmental impacts of dry<br />
cleaning, the largest change has been the switch from per<br />
wash to hydrocarbon wash. <strong>SO</strong>L Pesulapalvelut is constantly<br />
renewing its machinery and replacing old machines<br />
with hydrocarbon machines in about 2–5 laundry shops<br />
per year. At the moment, about 45 per cent of all dry cleaning<br />
machines is modern machines that use environmentally<br />
friendly, non-toxic and biodegradable detergents.<br />
The dosage pump systems of water washing machines<br />
are used in nearly all the laundry shops. The dosing<br />
of detergent in water washing machines is automated.<br />
New, computer-controlled water washing machines use<br />
strictly specified amounts of detergents and water. The<br />
detergents are as environmentally friendly as possible. The<br />
use of machinery is optimised in each laundry shop and<br />
the water and electricity consumption is monitored with a<br />
detailed set of indicators.<br />
In autumn 2015, we started collecting the cooling water<br />
of a dry washing machine for washing with water. The cooling<br />
water from the dry cleaning machine is run into a separate<br />
water tank and reused in a water washing machine.<br />
The water is warmer than room temperature, up to 45<br />
degrees. The system also saves electricity when clothes<br />
put in a tumble dryer are first rinsed with warm water. The<br />
water collection system is used in several laundry shops.<br />
6.8.4 Impacting environmentally friendly<br />
operations of customers<br />
We actively communicate environmental actions to<br />
various stakeholders. For example, customers have been<br />
instructed to return hangers and use protection treatment<br />
that makes the textiles last longer and reduces the need<br />
for washing them.<br />
6.8.2 Reducing the use of plastic<br />
We actively influence the amount of plastic waste by reducing<br />
plastic packaging materials. A growing number of our<br />
laundry shops are plastic-free, meaning that they return<br />
clean clothes to customers without plastic packaging and<br />
provide an option of a reusable fibre bag. Plastic consumption<br />
is reduced every year. We are also developing<br />
other materials for packaging.<br />
6.8.3 Recycling textiles and projects<br />
Since 2016, we have been involved in Tekstiilirinki, developing<br />
and expanding the operations. In the laundries of<br />
Greater Helsinki, Kerava and the Aleksis Kiven katu Street<br />
in Tampere can dispose their textiles for recycling conveniently<br />
into a collecting tank when visiting the laundry.<br />
In the spring 2017 we took part in the Telaketju project,<br />
which is a network advancing the sustainable use of disposed<br />
textiles. Telaketju develops textile collection, sorting<br />
and refinement to correspond to the needs of companies<br />
utilising recycled textiles.<br />
40 Responsibility <strong>2018</strong> | www.sol.fi
Environmental aspects at <strong>SO</strong>L<br />
Environmental aspects at <strong>SO</strong>L Palvelut<br />
Environmental file<br />
<strong>SO</strong>L<br />
Criteria for assessment procedure<br />
for environmental aspects based<br />
on environmental reviews and the<br />
environmental programme<br />
IMPORTANCE FACTORS/IMPACT<br />
FACTORS<br />
A = Statutory requirements<br />
B = Importance to image<br />
C = Environmental benefits/costs<br />
D = Severity of environmental impacts<br />
E = Potential leverage<br />
Total = (A+B+C+D)*E<br />
IMPORTANCE SCALE<br />
0 = Statutory requirements<br />
1 = Importance to image<br />
2 = Environmental benefits/costs<br />
3 = Severity of environmental impacts<br />
ACTIVITY, PROCESS OR SERVICE ENVIRONMENTAL ASPECT ENVIRONMENTAL IMPACT IMPORTANCE<br />
A B C D E Total<br />
PROCUREMENT OF PRODUCTS,<br />
MACHINES/EQUIPMENT<br />
Selection of suppliers<br />
Environmental impact caused by the<br />
production of products<br />
1 3 2 3 3 27<br />
Selection of suppliers, cleaning<br />
services<br />
Environmental impact caused by<br />
consumption<br />
1 3 1 1 3 18<br />
Selection of suppliers, property<br />
services<br />
Environmental impact caused by<br />
consumption<br />
1 3 1 1 3 18<br />
Selection of suppliers, laundry<br />
services<br />
Environmental impact caused by<br />
consumption<br />
3 3 1 3 3 30<br />
PRODUCTION/SERVICE<br />
Correct selection, dosage and use of<br />
substances to be used<br />
Impact on wastewater caused by the<br />
unnecessary use of detergents<br />
1 2 2 2 3 21<br />
Wastewater generated<br />
Consumption of water supply, impact<br />
on water treatment plants<br />
0 2 2 1 3 15<br />
Energy consumption<br />
Consumption of natural resources<br />
and emissions caused by production<br />
1 1 1 1 2 8<br />
-Waste generated by in-house<br />
processes<br />
Plastic waste<br />
Conservation of natural resources,<br />
environmental impact caused by<br />
waste and emissions at the final<br />
disposal site<br />
1 2 2 2 3 21<br />
Hazardous waste, PER waste,<br />
Laundry services<br />
Environmental impact caused by<br />
waste and emissions at the final<br />
disposal site<br />
3 2 2 3 3 30<br />
Transportation<br />
Fuel consumption/emissions caused<br />
by driving<br />
Consumption of energy resources,<br />
impact on atmosphere<br />
1 2 2 1 2 12<br />
Maintenance of transport fleet and<br />
machines<br />
Service life of transport fleet Conservation of natural resources 2 1 2 1 2 12<br />
PER<strong>SO</strong>NNEL ACTIONS<br />
Personnel’s environmental awareness,<br />
eco-friendly and environmentally<br />
oriented activities<br />
Identifying and addressing environmental<br />
aspects at work and in leisure<br />
time<br />
0 3 2 2 3 21<br />
Guidance and training<br />
Increasing personnel’s environmental<br />
awareness and knowledge<br />
Improving personnel’s ability to act<br />
sustainably in their work<br />
0 3 2 2 3 21<br />
COOPERATION WITH CUSTOMERS<br />
Recognising and supporting the customer’s<br />
environmental activities<br />
<strong>SO</strong>L’s role in ensuring the customer’s<br />
environmental objectives are met<br />
3 3 2 1 3 27<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
41
Social<br />
responsibility<br />
Personnel commitment, personnel satisfaction, the joy of<br />
work and the management of the personnel experience<br />
are central to <strong>SO</strong>L’s strategy. HR work is done with and<br />
among the personnel in all the Group’s business sectors.<br />
The joy of working is one of <strong>SO</strong>L’s core values<br />
77.1 Personnel matters are<br />
central to <strong>SO</strong>L’s strategy:<br />
from person to person<br />
At <strong>SO</strong>L we invest in the development of people and personnel<br />
costs form the largest part of overall costs. In Finland,<br />
we offer a job for almost 10,000 employees. High priority is<br />
given to raising and maintaining the personnel’s enthusiasm,<br />
willingness and readiness to serve, and vocational skills,<br />
as these are the factors guaranteeing superior service to customers.<br />
Committed employees comply better with unified<br />
instructions and ensure long-term operations of high-quality.<br />
Trust is the cornerstone of our work. Competent personnel<br />
with the right attitude in the right tasks, continuous personnel<br />
development, performance management, feedback and<br />
incentive strategy are the focus areas of the company’s HR<br />
strategy. The feeling that one’s work is useful is important to<br />
everyone and creates the joy of working. <strong>SO</strong>L’s HR strategy<br />
is based on a positive image of humankind, where everyone<br />
wants to do good work, to succeed and to be thinking and<br />
feeling human beings who accept individuality. Our management<br />
culture must support trustworthy interaction and<br />
an atmosphere that encourages creativity. We pay special<br />
attention to young people and yellow panthers (we offer<br />
job opportunities for those who have already passed the<br />
retirement age). In <strong>2018</strong>, we reformed the ‘from goals to<br />
achievements’ conversations into Success conversations. In<br />
them the person’s own view and will develops and their own<br />
actions are discussed.<br />
Personnel development focuses on orientation and<br />
training that support the employees themselves and the<br />
satisfaction of customer-specific needs. It is monitored area-,<br />
customer-, employee- and training-specifically with the help<br />
of a training index. The coaching and training sessions are<br />
supported on a personal level by competence assessment<br />
and a learning passport. Each <strong>SO</strong>L employee completes orientation<br />
training online, and a supervisor and a tutor ensure<br />
location-specific competence through method and on-site<br />
orientation and constant care for the well-being of the personnel.<br />
At the end of their probationary period, each <strong>SO</strong>L<br />
employee also attends the <strong>SO</strong>L IN training in their district.<br />
Each employee acknowledges that he/she has completed<br />
orientation training sessions.<br />
For a long time, <strong>SO</strong>L has used employees trained as<br />
tutors, who also work as occupational guides to support the<br />
training process. Their role was enhanced at the beginning<br />
of 2015 to cover the implementation of location-specific<br />
training and ensuring competence. Salaried employees are<br />
additionally provided with mentoring and coaching in their<br />
sales and managerial work. The employee-specific Quality<br />
Passport, where positive customer feedback is documented<br />
with a laughter or smile symbol, continues to be used as a<br />
feedback tool.<br />
Our aim is to offer opportunities for job rotation and<br />
career advancement within the Group. Internal recruitment<br />
and external job applications, today mainly in electronic<br />
format, create a foundation for the company’s expanding<br />
operations. The individual’s own views and their desire and<br />
intent to develop and move forward are also seriously discussed<br />
at the ‘From goals to results’ discussions, now known<br />
as the success conversations.<br />
We have published the <strong>SO</strong>L Age Programme aimed<br />
at promoting the work ability of employees of all ages.<br />
The goals of the age programme are to support the work<br />
ability of different age groups, maintain good work fitness<br />
and reduce sickness absences as well as promote positive<br />
cooperation between different age groups. We pay special<br />
attention to young people and “yellow panthers”.<br />
A further goal of the age programme is to increase the<br />
average retirement age. At present, <strong>SO</strong>L employees retire<br />
on old-age pension at the average age of 63.3 years, while<br />
42 Responsibility <strong>2018</strong> | www.sol.fi
Wages and social security expenses (MEUR)<br />
Wages and salaries, statutory social security expenses and benefits 2014–<strong>2018</strong><br />
200<br />
180<br />
160<br />
169,0 172,2<br />
180,5<br />
197,3<br />
194,5<br />
Wages and salaries<br />
140<br />
120<br />
100<br />
80<br />
60<br />
40<br />
44,1 44,9 49,0 50,4<br />
47,1<br />
Social security expenses<br />
Non-statutory social security<br />
expenses<br />
20<br />
0<br />
4,7 3,6 3,3 3,7<br />
2014 2015 2016 2017<br />
3,7<br />
<strong>2018</strong><br />
Taxes paid (MEUR)<br />
50<br />
45<br />
40<br />
35<br />
30<br />
25<br />
20<br />
15<br />
10<br />
5<br />
0<br />
47,8 46,3<br />
42,4 43,5<br />
41,0<br />
39,5<br />
35,9 36,1<br />
37,4<br />
35,1<br />
22,0 22,3 21,8 21,2<br />
20,7<br />
1,2 1,5 1,1<br />
3,0<br />
2,9<br />
2014 2015 2016 2017 <strong>2018</strong><br />
Prepaid taxes<br />
VAT paid<br />
Income taxes<br />
Social security contributions<br />
INSURANCE PREMIUMS AND TYEL 2017 <strong>2018</strong><br />
Due employee pension contributions and unemployment insurance payments, employee’s<br />
contributions<br />
Due social security, TyEL, accident insurance, group life insurance and unemployment insurance<br />
payments, employer’s contributions<br />
MEUR 10.1 MEUR 10.4<br />
MEUR 37.4 MEUR 35.1<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
43
the average age of starting disability pension is 58.5 years.<br />
We do not condone discrimination against any age group.<br />
The goals of the <strong>SO</strong>L Age Programme are supported by<br />
the <strong>SO</strong>L Life well-being at work programme, which has been<br />
established for a long time now.<br />
The “Backpack of Happiness” project developed as part<br />
of the <strong>SO</strong>L Life programme has been continued. Workshop<br />
activities and the use of well-being at work mentors have<br />
been expanded to cover all service districts, with a well-being<br />
coordinator appointed for each district.<br />
7.2 Number of personnel<br />
and type of employment<br />
relationships<br />
The average number of employees each year is calculated<br />
from the average number of employees on the last day<br />
of each month, and every person is included in the figure<br />
regardless of the number of his/her working hours (not<br />
FTE number).<br />
In <strong>2018</strong>, the <strong>SO</strong>L group employed 13,714 eople<br />
(2017 13,685). The number of personnel increased by<br />
29. In <strong>2018</strong>, an average of 9,592 people worked in <strong>SO</strong>L’s<br />
Finnish operations and an average of 4,122 people worked<br />
in our foreign subsidiaries. Every summer we employ<br />
about 1,000 summer employees in Finland. We participate<br />
in the Responsible Summer Job campaign.<br />
Some 93% of <strong>SO</strong>L’s personnel worked in permanent<br />
employment relationships in <strong>2018</strong>, compared to 92% in<br />
2017. For 86% of the Group’s employees in Finland, their<br />
job in the <strong>SO</strong>L Group was their main employment. At the<br />
end of <strong>2018</strong>, a total of 90 our employees in Finland were<br />
on maternity or nursing leave, rotational leave or study<br />
leave. The figures do not include the temporary staff of<br />
<strong>SO</strong>L Henkilöstöpalvelut.<br />
Employment relationships are mainly agreed until<br />
further notice, except with <strong>SO</strong>L Henkilöstöpalvelut, where<br />
the majority of the employment relationships are fixedterm.<br />
Ilmarinen granted 67 old age pensions in Finnish companies<br />
in <strong>2018</strong> (old age pension and early old age pension).<br />
No part-time pension granted. A total of 32 people<br />
were granted disability pension, of whom 11 receive parttime<br />
disability pension.<br />
The <strong>SO</strong>L Life well-being at work programme engages<br />
in effective cooperation with occupational health services<br />
(Terveystalo), the accident insurance provider (OP) and<br />
pension company (Ilmarinen).<br />
The <strong>SO</strong>L Continuous caring model was developed<br />
to support the supervisors. The Sirius programme helps<br />
supervisors with the early identification of disability risks.<br />
Quality of employment relationships 31 December<br />
<strong>2018</strong> (<strong>SO</strong>L Henkilöstöpalvelut is excluded from these figures.)<br />
Number of personnel permanent<br />
employment relationship<br />
Number of personnel temporary<br />
employment relationship<br />
Foreign subsidiaries<br />
Foreign subsidiaries<br />
3486<br />
Finland<br />
588<br />
Finland<br />
<strong>SO</strong>L total<br />
10,004<br />
6521<br />
<strong>SO</strong>L total<br />
1,063<br />
475<br />
Duration of employment relationships<br />
Personnel age structure<br />
1%<br />
4%<br />
6% 9%<br />
10%<br />
More than 20 years 15%<br />
11–20 years<br />
41%<br />
19%<br />
14%<br />
6–10 years 14%<br />
More than 60 years<br />
50–60 years<br />
40–49 years<br />
30–39 years<br />
26%<br />
3–5 years<br />
1–2 years<br />
22%<br />
16%<br />
25–29 years<br />
20–24 years<br />
Less than 1 year<br />
Under 20 years<br />
44 Responsibility <strong>2018</strong> | www.sol.fi
4,0<br />
3,5<br />
3,0<br />
2,5<br />
2,0<br />
1,5<br />
1,0<br />
0,5<br />
0,0<br />
7.3 Personnel’s age and<br />
duration of employment<br />
The average age of employees in the Group’s Finnish<br />
companies was 37 years in <strong>2018</strong> (2017: 35 years). The<br />
average age of personnel in <strong>SO</strong>L Pesulapalvelut was 39<br />
years. In <strong>SO</strong>L Palvelut, the average age was 37 years,<br />
while in <strong>SO</strong>LEMO it was 44 years. The average age of<br />
<strong>SO</strong>L Henkilöstöpalvelut personnel was 30 years. The age<br />
distribution among the personnel in Finland is as follows:<br />
under 20 years: 9%, 20–24 years: 19%; 25–29 years: 16%;<br />
30–39 years: 22%; 40–49 years: 14%; 50–60 years: 15%; and<br />
over 60 years: 4%.<br />
7.4 Employee distribution<br />
by gender<br />
Women accounted for 65% of the Group’s total personnel.<br />
In Finland, the percentage of female employees was 70%.<br />
The proportion of women in international operations is<br />
64% among employees and 48% among salaried employees.<br />
Five out of eight members in the Group’s Management<br />
Team are women. Three women sit on the four-person<br />
Board of Directors of <strong>SO</strong>LEMO Oy.<br />
Joy Barometer, <strong>SO</strong>L Employees<br />
5,0 4,7<br />
4,4<br />
4,5 4,1<br />
5,0<br />
4,5<br />
4,0<br />
3,5<br />
3,0<br />
2,5<br />
2,0<br />
1,5<br />
1,0<br />
0,5<br />
0,0<br />
The work<br />
and I<br />
3,6<br />
Joy Barometer, <strong>SO</strong>L Salaried employees<br />
4,2<br />
The work<br />
and I<br />
The customer<br />
and I<br />
4,7<br />
The customer<br />
and I<br />
The supervisor<br />
and I<br />
Safety and I<br />
3,9<br />
<strong>SO</strong>L as a<br />
whole<br />
4,1<br />
Average<br />
4,4<br />
4,1 4,2 4,3<br />
The supervisor<br />
and I<br />
Safety and I<br />
<strong>SO</strong>L as a<br />
whole<br />
Average<br />
7.5 Investing in the<br />
personnel’s work ability<br />
As a part of the <strong>SO</strong>L Life model we initiated in <strong>2018</strong> a<br />
health programme, which we want to use to encourage<br />
all of our employees to live actively and to consider their<br />
life management, a healthy diet and the meaning of rest.<br />
In <strong>2018</strong>, <strong>SO</strong>L spent some EUR 252 per employee on the<br />
prevention and treatment of illnesses in Finland. <strong>SO</strong>L<br />
monitors sickness absences based on the working hours<br />
performed, so-called 100%. In <strong>2018</strong>, the morbidity rate in<br />
Finland was 4.26%, which has decreased by 0.5 per cent<br />
from last year. The most important causes of sickness<br />
absences include musculoskeletal diseases, infections and<br />
accidents.<br />
The <strong>SO</strong>L Life Caring model helps supervisors to intervene<br />
with work ability problems in their early stages. The<br />
most important aims include preventing sickness absences,<br />
reducing the number of accidents and minimising<br />
disability pensions.<br />
<strong>SO</strong>L has initiated a cooperative project with Marko Kesti<br />
who is an associate professor at the University of Lapland.<br />
The project examines the role good work well-being<br />
management has in the development of productivity.<br />
<strong>SO</strong>L’s service management develops their own management<br />
and actions processes through a simulation game<br />
that uses artificial intelligence.<br />
The rate of morbidity due to occupational accidents in<br />
Finland was 0.20%. There were 526 accidents at work, and<br />
101 accidents occurred while commuting. The accidents<br />
at work resulted in 2005 days of sick leave, equivalent to<br />
some four sick days per accident. Accidents while commuting<br />
caused 1,157 days of sick leave absence, equivalent<br />
to some 11 sick days per accident.<br />
Supervisors conduct continuous safety risk evaluations<br />
at worksites and customer premises, and implement the<br />
necessary actions according to plan. The occupational<br />
safety officer is often also involved in these activities. The<br />
Occupational Safety and Health Committee operates<br />
nationwide and convenes five times a year. Each <strong>SO</strong>L employee<br />
is responsible for safety, and all of <strong>SO</strong>L’s activities<br />
are based on preventive measures.<br />
A separate on-site risk list and related occupational<br />
health and safety instructions are made on the basis of the<br />
risk evaluations. The employees are specifically oriented<br />
on the topic of the risk list and its instructions and the<br />
orientation must be signed for.<br />
In the event of an accident, our instructions are to also<br />
immediately inform the Occupational Health and Safety<br />
Manager, the relevant Business Director and the Managing<br />
Director directly. The event must be explained and<br />
the following procedures to prevent the accident from<br />
reoccurring must be described.<br />
Each accident is investigated and documented to find<br />
out the core reason. The accident is discussed on-site and<br />
the corrective measures are implemented. After this, the<br />
next district meeting of the service management area will<br />
discuss and state for general information all the comple <br />
t ed corrective measures. Excerpts from the minutes will be<br />
sent to the Occupational Health and Safety Manager.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
45
<strong>SO</strong>L Life – a model for continuous caring<br />
Health issue<br />
The supervisor makes<br />
an appointment for<br />
the employee at the<br />
occupational health-care<br />
centre for 1) a work<br />
ability assessment and<br />
2) a discussion between<br />
the supervisor, the employee<br />
and a physician<br />
The employee’s performance has weakened<br />
or the limit values for sickness absences have<br />
been exceeded<br />
THE SUPERVI<strong>SO</strong>R HOLDS A DISCUSSION IN ACCOR<br />
DANCE WITH THE MODEL FOR CONTINUOUS CARING<br />
A problem in the<br />
work community<br />
The supervisor discusses the situation<br />
individually with each member of the<br />
workplace community<br />
The regional supervisor reports<br />
to the regional manager about<br />
the discussion.<br />
A personal-life problem<br />
Temporarily shorter<br />
working hours, unpaid leave,<br />
annual leave rescheduled<br />
at an earlier date, flexible<br />
working hours<br />
The occupational<br />
health-care centre<br />
provides the employee<br />
and the employer<br />
with an assessment<br />
of the situation and<br />
initiates any necessary<br />
measures<br />
Risk of disability<br />
pension<br />
The occupational<br />
health-care centre<br />
guides the employee<br />
to apply for professional<br />
rehabilitation<br />
provided by Ilmarinen<br />
or medical rehabilitation<br />
provided by Kela<br />
The supervisor implements measures<br />
to improve workplace relations and the<br />
atmosphere at the workplace<br />
Treatment<br />
If necessary, the supervisor<br />
arranges for less stressful or<br />
alternative assignments and/<br />
or flexible working hours either<br />
temporarily or permanently<br />
Recommendations<br />
to revise the job<br />
description or adjust<br />
the working hours<br />
EMPLOYEE<br />
CAPABLE<br />
OF WORK<br />
Occupational accident frequency<br />
Figure 19. Accident rate per million working hours, 2015-<strong>2018</strong><br />
70<br />
60<br />
50<br />
40<br />
30<br />
On the job<br />
20<br />
At least 3 days<br />
10<br />
Less than 3 days<br />
0<br />
2015<br />
2016<br />
2017<br />
<strong>2018</strong><br />
On the commute<br />
46 Responsibility <strong>2018</strong> | www.sol.fi
Electronic occupational safety tool:<br />
Risk assessments: 136<br />
Safety observations: 331<br />
Classification of safety observations:<br />
Personal protective equipment, clothing: 16<br />
Order, tidiness: 4<br />
Chemicals, air quality: 10<br />
Machines, equipment, platforms, supplies: 22<br />
Passages, exits: 26<br />
Lowering oneself: 1<br />
Slipping, falling: 70<br />
Noise, lighting, temperature: 5<br />
Lifting: 8<br />
Bumping one’s head: 20<br />
Risk taking: 10<br />
Transport of goods: 11<br />
Sharp objects: 25<br />
Threat of violence: 22<br />
Getting squeezed between something: 18<br />
Other: 63<br />
05 0 100 150 200 250 300 350<br />
01 02 03 04 05 06 07 08 0<br />
Summary of electronically<br />
reported safety observations.<br />
The categories with<br />
the most observations<br />
match the categories with<br />
the highest accident frequencies.<br />
This suggests<br />
a direct link between<br />
paying attention to these<br />
factors and achieving<br />
positive development in<br />
reducing the accident<br />
frequency.<br />
The Occupational Health and Safety Manager will<br />
monitor the development of the accident statistics and the<br />
TRIF and LTIF numbers and inform employees of any observations<br />
and issues the personnel should pay attention<br />
to at the workplace with any new necessary instructions or<br />
procedures.<br />
The sickness and accident statistics will be regularly<br />
presented in management reviews.<br />
7.6 Personnel training<br />
ensures competence<br />
The long-term and systematic development of the personnel’s<br />
competence is critical to <strong>SO</strong>L. An estimated 30% of<br />
the personnel employed by our Finnish business lines hold<br />
a vocational qualification or a further or specialist vocational<br />
qualification. The Group has six full-time instructors<br />
with qualifications in teaching: five in <strong>SO</strong>L Palvelut and<br />
one in <strong>SO</strong>L Pesulapalvelut. Other people in the Group<br />
have also been trained to provide training sessions.<br />
The needs and requirements of customers and the<br />
needs of the company and the personnel are taken into<br />
account in the planning of the training sessions, and the<br />
formulated plans are turned into a tangible form as an<br />
updated training programme for each year. Supervisors<br />
prepare a competence plan for their staff based on the<br />
programme and update the plan as necessary.<br />
In <strong>2018</strong>, a total of 12,000 people participated in the<br />
training sessions. The number of training days amounted<br />
to an average of two days per employee in Finland. Most<br />
of the training sessions are conducted internally, but they<br />
also often involve outside experts.<br />
The training sessions are divided into targeted training,<br />
which maintains or deepens knowledge, and long-term<br />
degree-oriented education, which is implemented as<br />
module and multiform/online training. The aim of the<br />
training is to pave the way for an opportunity to take a<br />
practical examination leading to a qualification, and to<br />
identify and recognise the competence acquired through<br />
work as well as the training provided by <strong>SO</strong>L in the preparation<br />
of a personalisation plan.<br />
We prepared for the Europe’s General Data Protection<br />
Regulation (GDPR) and all salaried employees were<br />
trained for the new data protection decrees with an online<br />
course on <strong>SO</strong>L data protection.<br />
Our diverse personnel challenge us to continuously<br />
develop our training programmes, which is why we are involved<br />
in a number of projects such as the SAFHY project<br />
that produces digital learning materials, including video<br />
clips and tests, for use by educational institutes and businesses<br />
in Estonia and Finland. The materials are produced<br />
in Finnish, Estonian, Russian and English. The materials<br />
include texts, video clips, photos, tests and a professional<br />
glossary<br />
(The SAFHY project is funded by the ERDF Interreg<br />
Central Baltic programme and coordinated by the Central<br />
Uusimaa Training Consortium Keuda)<br />
In addition to classroom training, we invest in the development<br />
of online training. Our goal is to further invest in<br />
orientation training and the implementation of procedures<br />
and operating methods in line with the concepts we have<br />
developed. We are also continuing our work in site-specific<br />
initial and development training and increasing the<br />
target auditing carried out by instructors as well as the<br />
implementation of the LEAN operating model. In training,<br />
we focus on coaching tutors, service instructors and<br />
well-being at work mentors as well as the development<br />
of online training and diverse coaching, including not<br />
only online and classroom training but also webinars and<br />
coaching.<br />
Our goal is to reduce the number of contact training<br />
days and to increasingly utilise the Internet as a learning<br />
tool.<br />
<strong>SO</strong>L Training Steps is a model of how an employee can<br />
exploit our in-house training to improve his/her skills and<br />
to broaden his/her tasks. Each step includes a number<br />
of training sessions. These are based on <strong>SO</strong>L’s in-house<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
47
A total of 250<br />
apprenticeships<br />
leading to a<br />
qualification and<br />
12,000 training<br />
participants<br />
Location and task-specific<br />
training, multi-experts<br />
Special expertise and<br />
specialisation studies<br />
Service expertise and customer<br />
service<br />
Rewarding, personnel benefits, career plan, well-being at work<br />
training, but they can also include specialised degrees or<br />
special skills training arranged by other organisations.<br />
In <strong>2018</strong>, some 250 <strong>SO</strong>L employees participated in<br />
apprenticeship training in Finland, taking various degrees,<br />
including:<br />
• Vocational Qualification in Textiles Care<br />
• Vocational qualification in property maintenance services<br />
• Further Vocational Qualification in Property Services<br />
and Specialist Qualification for Property Services<br />
• Vocational qualifications and specialist vocational qualifications<br />
of cleaning and property services<br />
• Site facilities operative, Further Vocational Qualification<br />
• Supervisor of cleaning work, specialist vocational qualification<br />
• Cleaning technician, specialist vocational qualification<br />
• Specialist Vocational Qualification in Management<br />
• Security guard, further vocational qualification<br />
• Specialist Qualification for Security Officers<br />
• Practical examiner qualification<br />
• Specialist vocational qualification in business management<br />
• Janitor, specialist vocational qualification<br />
• Immediate supervisor, further vocational qualification<br />
Last year, the emphasis in training investment was<br />
placed on Immediate supervisor training, directed at service<br />
instructors and new service supervisors. The qualification<br />
was completed by 24 <strong>SO</strong>L members and in October a<br />
new group of 33 people started the Immediate supervisor<br />
training as an apprenticeship agreement.<br />
The Backpack of Happiness project was an investment<br />
in the coaching of <strong>SO</strong>L Life work well-being mentors. A<br />
pilot group started at the end of 2016 and in <strong>2018</strong> we<br />
continued their coaching, especially relating to ergonomics.<br />
We expanded it into national operations, having 1–2<br />
well-being mentors in each district (22 <strong>SO</strong>L Life well-being<br />
mentors in <strong>SO</strong>L Palvelut and 1 in <strong>SO</strong>L Laundry services)<br />
The objectives and purposes of the well-being mentor<br />
operations are:<br />
Our cooperation with Keuda has continued for 15<br />
years.<br />
22 <strong>SO</strong>L members completed the <strong>SO</strong>L Life well-being mentor<br />
qualification<br />
48 Responsibility <strong>2018</strong> | www.sol.fi
22 <strong>SO</strong>L members<br />
completed the <strong>SO</strong>L<br />
Life<br />
well-being mentor<br />
qualification<br />
• To support and promote the joy of working created and<br />
experienced by the employees.<br />
• To promote shared commitment to the <strong>SO</strong>L organisation,<br />
the development operations of <strong>SO</strong>L Life and<br />
high-quality customer service<br />
• To strengthen genuine, honest communications between<br />
the supervisor and employees.<br />
• To act in cooperation with the service management and<br />
supervisors in order to improve well-being at work and<br />
the flow of information.<br />
• To manage the organisation of events, such as service<br />
provider sessions, as agreed in cooperations with the<br />
district and supervisors.<br />
• To conduct the Joy barometer survey<br />
• To complete quality and training rounds and help employees<br />
work better.<br />
• To set an example to the employees.<br />
In <strong>2018</strong>, the Ergonomics Handbook was created, and<br />
ergonomics and the guidance of ergonomic work methods<br />
were the particular focus at the tutor/well-being<br />
mentor development event.<br />
In <strong>2018</strong>, <strong>SO</strong>L trained 49 new TUTORS to help the supervisors<br />
guide and coach both new service providers and<br />
those who have served in the position for a longer time.<br />
The training was planned in district-specific telephone<br />
conferences with the training organisers and the service<br />
management. And they were responsible for the planning<br />
and implementation of the districts’ trainings with<br />
the district and the coaches. The year’s training calendar<br />
was realised with the Positiivarit. We participated in ESR’s<br />
Oppi-va project, which began in February 2017 and ended<br />
in 2019. The final seminar was in November <strong>2018</strong>.<br />
The objective of the project is to promote the fluency<br />
of work, well-being and productivity and to produce tools<br />
to support different learners. The project has included<br />
a questionnaire, interviews and training for supervisors.<br />
The OPPI-VA project generated an interactive orientation<br />
material for a food shop, in which the participant gets to<br />
know the work environment and tasks through 360-pictures<br />
and videos. Business Akatemia, the supervising<br />
management for management was developed during<br />
<strong>2018</strong> and was started at the beginning of 2019.<br />
Keuda rewarded <strong>SO</strong>L The worklife partner of <strong>2018</strong> <strong>SO</strong>L<br />
Palvelut Oy, Reasons Strategically significant and long-lasting<br />
cooperation with Keuda In the company’s strategy the<br />
development of personnel’s skills and the goal-oriented<br />
partnership with Keuda have an important role. In <strong>2018</strong><br />
over 100 apprenticeship contract students study alongside<br />
work: cooperative training has expanded during the last<br />
15 years from one trainer’s service tasks into a goal-orientated<br />
partnership and shared development work. Nowadays,<br />
a patronage team of over 10 Keuda employees work<br />
‘under the customer’s skin’. The training aims to achieve<br />
influence and superior profession skills and therefore<br />
the trainings are planned and realised in many ways and<br />
on many levels: Together with <strong>SO</strong>L’s training team and<br />
superiors, by working at customer sites, for people from<br />
different language and cultural backgrounds, mainly in<br />
Uusimaa, but also nationally. The training covers different<br />
sectors of the company and Keuda’s businesses: cleaning<br />
and property services, laundry services, personnel services.<br />
Innovative company. Cooperation with Keuda is excellent<br />
and it is developed continuously. We trust each other and<br />
Keuda also operates in <strong>SO</strong>L’s spaces in accordance with<br />
the reform.<br />
There are eight experts at <strong>SO</strong>L who have completed<br />
the practical examiner training. They have the skills to<br />
evaluate employees’ previous skills in relation to their<br />
duties and official degree requirements, and to assess the<br />
completed degrees. The objective is the promotion of<br />
lifelong learning, and the personnel training at <strong>SO</strong>L is integrated<br />
to correspond to the basics of qualifications and,<br />
thus, promotes the completion of practical examinations<br />
and cooperation with apprenticeship offices and institutes.<br />
Annual theme days are organised, for example, for tutors,<br />
service instructors, coordinators of training, environmental<br />
affairs and recruitment, service supervisors, sales<br />
personnel, full-service laundry personnel and customer<br />
service personnel.<br />
<strong>SO</strong>L Life well-being game seeks good leadership models by means of gamification.<br />
www.sol.fi | Responsibility <strong>2018</strong><br />
49
We cooperate with significant educational institutes<br />
across Finland. Our cooperation with Keuda can be traced<br />
back more than 15 years and the partnership has developed<br />
through the years. In particular, vocational qualifications<br />
and further vocational qualifications in property<br />
services have been completed as both apprenticeships<br />
and self-motivated training.<br />
We have worked together with Amiedu particularly in<br />
the area of targeted training in property services.<br />
The training is monitored area-, customer-, employeeand<br />
training-specifically with the help of a training index.<br />
Orientation<br />
The online orientation for service providers were renewed<br />
in 2016 in Finnish and in 2017 in English and Russian.<br />
During <strong>2018</strong>, we organised, among others, a Swan label<br />
orientation for cleaning hotel and housing spaces and a<br />
basic orientation for the service personnel of personnel<br />
services. In <strong>2018</strong>, the work continues with conceptual<br />
training, cleaning technology, environmental training,<br />
safety and customer service training. When necessary, we<br />
develop customer-specific online training.<br />
In <strong>2018</strong>, the online learning platform for salaried<br />
employees was changed into Aurinkoakatemia and in<br />
May all salaried employees completed on it a course on<br />
GDPR. The online orientations of salaried employees were<br />
reformed in <strong>2018</strong> and the work still continues in 2019. We<br />
made with Muutostaito a <strong>SO</strong>L Life game for the districts<br />
and superiors and personnel groups to use in trainings<br />
and we have 2 certified <strong>SO</strong>L Life game instructors.<br />
We have utilised Coaching in 2017 for individuals and<br />
will continue it for districts and teams in <strong>2018</strong>.<br />
7.7 Personnel unionisation<br />
In Finland, the provisions of the current collective bargaining<br />
agreement between the Finnish Real Estate Employers<br />
and the Service Union United PAM for employees in the<br />
property maintenance sector applies to <strong>SO</strong>L’s salaried<br />
employees in the cleaning, property and facility maintenance<br />
services. The collective bargaining agreement for<br />
employees in the property maintenance sector primarily<br />
applies to <strong>SO</strong>L’s security service employees. The collective<br />
bargaining agreement for the textile care industry applies<br />
to the laundry personnel, and the collective bargaining<br />
agreement for the chemical sector to the laundries’ salaried<br />
employees. <strong>SO</strong>L Henkilöstöpalvelut Oy is a member<br />
of Service Sector Employers Palta and Finnmedia.<br />
Two meetings that address financial issues, personnel<br />
plans and reports, and the following year’s action plan and<br />
priorities, are held every year in Finland, between the chief<br />
shop stewards and the management.<br />
The personnel have full freedom to unionise in all the<br />
operating countries. Since the countries of the foreign<br />
subsidiaries do not have collective bargaining processes<br />
similar to Finland, local labour legislation and <strong>SO</strong>L’s internal<br />
practices are applied to their work.<br />
<strong>SO</strong>L Palvelut Oy is a member of the employer union<br />
Real Estate Employers, <strong>SO</strong>L Pesulapalvelut is a member of<br />
the Yleinen Teollisuusliitto ry, and <strong>SO</strong>L Henkilöstöpalvelut<br />
is a member of the Palvelualojen työnantajat PALTA ry.<br />
7.8 <strong>SO</strong>L is a multicultural<br />
work community<br />
<strong>SO</strong>L is a multicultural work community that offers equal<br />
opportunities to all employees. More than 30% of <strong>SO</strong>L<br />
services’ employees were not Finnish citizens.<br />
We promote the equality of all employees and prevent<br />
discrimination in all forms. (For example, discrimination<br />
due to age, origin, nationality, language, religion, conviction,<br />
opinions, political activities, trade union activities,<br />
family relations, health, handicaps, sexual orientation or<br />
other reason arising from a person is strictly prohibited.)<br />
<strong>SO</strong>L has a Multicultural development group founded<br />
in 2007. Its objective is to promote the integration of<br />
employees from different environments into the operating<br />
culture at <strong>SO</strong>L and to improve the understanding of<br />
diversity. The multicultural work group has, for example,<br />
prepared an annual global calendar which includes the<br />
holidays of different religions. In cooperation with PAM<br />
(Service Union United), the work group has produced a<br />
video for new employees with the intent of introducing the<br />
employee to many important issues.<br />
– Of course, the people in the video are <strong>SO</strong>L employees<br />
as well. A video is a modern and more lively channel<br />
for communicating important issues to employees, and an<br />
image also relates an important image of the employer,<br />
colleagues, the work community and the rules of working<br />
life to the viewer.<br />
We were one of the firsts to participate in the Confederation<br />
of Finnish Industries’ #eisyrji campaign that<br />
challenged all Finns to contemplate their own attitudes.<br />
The #eisyrji campaign aimed to change attitudes and<br />
decrease discrimination in the Finnish working life. The<br />
goal is to make parity and equality in working life a matter<br />
of course. As a labour-intensive company, <strong>SO</strong>L wants to<br />
maintain a cheery atmosphere and use diversity in customer<br />
services. Any kind of discrimination between people is<br />
not accepted at <strong>SO</strong>L.<br />
The campaign was implemented at the initiative of<br />
the Confederation of Finnish Industries and it had at its<br />
starting phase, in addition to <strong>SO</strong>L, 17 other companies of<br />
various sizes and communities from different sectors.<br />
<strong>SO</strong>L is taking part in the Osaavat naiset project coordinated<br />
by MONIKA - Multicultural Women’s Association,<br />
supporting the employment of immigrant women in many<br />
different ways. <strong>SO</strong>L is an active partner in the project and<br />
has already provided many women with job opportunities.<br />
Women with an immigrant background are trained to<br />
seek jobs, taught IT skills, and guided towards language<br />
studies and other training. The HR representative of <strong>SO</strong>L<br />
has visited the Monika women several times to talk about<br />
<strong>SO</strong>L as an employer and about the jobs <strong>SO</strong>L offers.<br />
50 Responsibility <strong>2018</strong> | www.sol.fi
We are all equal<br />
<strong>SO</strong>L is widely known as a multicultural work community.<br />
– Orientation to <strong>SO</strong>L’s work tasks and taking root in the<br />
Finnish working culture are emphasised in the work of<br />
the multicultural development group, says Sari Crnobreg,<br />
Chair of the multicultural work group.<br />
<strong>SO</strong>L has employees from over 60 countries and all continents.<br />
Crnobreg emphasises that despite the differences,<br />
everyone at <strong>SO</strong>L is equal.<br />
– We wish to give everyone equal chances for a career,<br />
learning at work, and well-being at work. Harmonising<br />
working methods and making service easy is important.<br />
For instance, we have translated training materials into<br />
many different languages.<br />
– One of the key challenges is mapping and utilising<br />
the skills of multicultural employees more efficiently.<br />
According to Crnobreg, good interaction is created<br />
by ensuring that the employer has a clear picture of the<br />
difference of the peoples’ backgrounds. Despite training,<br />
it is important to preserve the person’s identity.<br />
– Families have also been integrated with the help of<br />
<strong>SO</strong>L. An intact family has a tremendous, positive effect on<br />
the life of an employee, which also benefits their working<br />
life.<br />
Crnobreg finds it delightful that more and more couples<br />
are working at <strong>SO</strong>L these days, enabling a new level<br />
of planning their future in their new home country.<br />
– One must not forget one’s roots and identity – quite<br />
the opposite. Multiculturalism is a diverse gift, and one<br />
ought to be comfortable with one’s identity.<br />
In 2016, <strong>SO</strong>L handed out its first award for an act<br />
promoting multiculturalism. The award was given to the<br />
Multiculturalism Working Group led by Sari Crnobreg in<br />
recognition of the group’s accomplishments in promoting<br />
equality.<br />
Happy together<br />
The events organised by the multicultural group have<br />
been popular.<br />
– They bring joy to everyday life, and <strong>SO</strong>L employees<br />
from different cultures can get to know each other.<br />
The multicultural development group also maintains a<br />
world calendar containing the holidays of different countries.<br />
– This is an important work-planning tool for the supervisors.<br />
We share holidays from all over the world and each<br />
of us can learn new, interesting and inspiring things from<br />
different cultures. By getting to know different countries<br />
and their customs, we are also more truly present as colleagues.<br />
Join in and make a difference<br />
According to Sari Crnobreg, the development group has a<br />
large number of new goals, and they are in constant need<br />
of more eager participants as the members of the development<br />
group fluctuate among work tasks and potential<br />
changes.<br />
– For instance, we would really like to have participants<br />
from South Asia. It is important to have a comprehensive<br />
representation from different continents.<br />
Crnobreg reminds us that the multicultural work group<br />
encourages all <strong>SO</strong>L employees to take initiative.<br />
Providing comprehensive orientation training<br />
to all employees is a matter of honour for us.<br />
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