To be a competitive company, NCC works purposefully with diversity and inclusion. Marie Reifeldt, Head of HR at NCC, talks about how the work is conducted within the Group and why it is important to recruit from the entire relevant talent pool.
A team that comprises employees with varying skills, backgrounds and experience brings a better ability to resolve problems and find solutions more efficiently, which are success factors in our industry. The work to create diversity and inclusion needs to be carried out at all levels in the company and to secure future competence, we need to attract and recruit from a relevant talent pool that is as large as possible.
It is important to have leadership and a corporate culture that are inclusive and enable diversity. This work then needs to be pursued at all of our thousands of workplaces across the Nordic region and not only by the management team.
NCC’s targets for diversity and inclusion are to endeavor to recruit, develop and retain the most competent people in the industry, support the progress of high-performance teams and work actively so that no one is excluded unfairly or due to unconscious biases. The targets are followed up at Group level, while activities to promote the goals are planned and implemented in each business area.
The work is progressing, and we have a lot of women in the company. In our management team, one third are women and in the Senior Management Team it is more than half. As the knowledge company that NCC is, more than half of our employees are white-collar workers today and of these 29 percent are women. But we are not satisfied and must continue to develop. We can also state that among our blue-collar workers only 3 percent are women, so there is still a lot of work to be done here.