Inclusion and diversity
At Skanska, inclusion is a daily habit. This is exactly how we shape the way we collaborate and create long-term value for our employees, clients, and communities.
Turning on above all
We ensure that everyone at Skanska feels respected, appreciated, and has the opportunity to contribute. We believe that when teams experience a sense of belonging, they grow and achieve more, together.
Driven by the diversity of ways of thinking
Diversity at Skanska reflects the many identities, perspectives, and skills that people bring to their teams.
This diversity of perspectives strengthens our teams, supports innovation, and improves efficiency, especially in an industry like ours, where safety is the foundation of operations.
Inclusion and diversity at the core of Skanska's values
In our values "We care for life" and "Together we are better," the ideas of inclusion and diversity are naturally embedded. This is the lens through which we view our activities and define both daily and strategic goals. We want to create a work environment where everyone feels good and is able to achieve their goals and succeed regardless of their social background, ethnicity, physical ability, gender expression, age, religion, or sexual orientation. We care about the mental health of our employees (psychological safety), without which it is impossible to utilize their full potential, innovation, or productivity.
What our employees say in Skanska's global Employee Opinion Survey
86%
employees said that their manager creates an inclusive work environment
85%
said that they feel a sense of belonging to Skanska, the same percentage of employees participating in the survey confirmed that they do not feel they can express their opinion without fear of negative consequences
Diverse representation
We believe that inclusion and diversity (I&D) work best within grassroots employee initiatives at the operational level, enabling the people who directly receive support to make decisions about the chosen directions and actions. This approach allows us to ensure representation of those groups that we believe may need support. In our office company, there are already two employee resource groups (ERG) — "Place of Pride" and "Body & Mind Inclusion Network."
What is written - gets done
We realize that without proper, thorough preparation in the form of regulations and policies, no idea will reach its full potential. This also applies to I&D. At Skanska, it is part of our long-term strategy. It is the way of working we expect from ourselves and from our contractors. It is a source of pride for us, which we communicate just as much as our key business results.
