Diversity and inclusion

Our goal is to be a recognized leader in diversity and inclusion. We believe that to be truly diverse, we need to be an inclusive organization that reflects the societies in which we operate.

Two construction workers in helmets and protective clothing stand against the background of a concrete wall.

Inclusion comes first

We ensure that everyone at Skanska feels respected, valued and empowered to contribute. We believe that when people feel a sense of belonging, teams grow stronger and achieve better results together.

Driven by diverse ways of thinking

We succeed because we embrace our differences, including differences in social background, ethnicity, disability, gender, age, religion and sexual orientation.

When people are too similar, they tend to think alike. Diversity brings different perspectives and opens up new ways of thinking, helping us build stronger and more successful teams.

As an industry, we face a major challenge: attracting, retaining and developing the talented people we need to deliver the major projects planned for the years ahead.

Diversity and inclusion at the heart of Skanska

Diversity and inclusion are a natural part of our values, “Care for Life” and “Be Better – Together.” They shape both our everyday actions and our long-term direction. We strive to create a work environment where everyone feels welcome and can reach their full potential – regardless of social background, ethnicity, disability, gender identity, age, religion or sexual orientation. We also care about our employees’ mental health and well-being. Psychological safety is essential because it enables people to reach their full potential, innovate and perform at their best.

A person in protective clothing with high visibility and a helmet sitting on a yellow block outside.

Different perspectives

We need to think differently and find answers to difficult questions.
These include, for example: What are the barriers to creating a more diverse workplace? What prevents people from pursuing careers in the construction industry? How can we increase the representation of women in leadership positions?
Our goal is to foster an inclusive culture at every level and across all parts of our organization, where differences are valued and everyone is encouraged to be themselves.
This commitment is supported by our Code of Conduct, which helps us create an inclusive workplace that welcomes people from diverse backgrounds.

What our employees say in Skanska’s Global Employee Opinion Survey

86 %

of employees say their manager creates an inclusive work environment.

85 %

of employees say they feel a sense of belonging at Skanska. The same percentage say they can express their opinions openly without fear of negative consequences.

Diverse representation

We believe that diversity and inclusion (D&I) are most effective when they are part of everyday working life. That is why we support employee-led initiatives that give people a voice in shaping priorities and actions. This approach helps us strengthen the representation of different groups and better understand and respond to their needs. Two Employee Resource Groups (ERGs) are currently active within Skanska: Place of Pride and the Body & Mind Inclusion Network.

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Putting our commitments in writing

More than ever, we know that clear rules and policies are essential to turning ideas into meaningful action. This also applies to diversity and inclusion, which is an integral part of Skanska’s long-term strategy. We put these principles into practice every day – both within our own organization and in our work with suppliers. We are proud of our commitments and communicate our progress with the same attention we give to our key business results.