An attractive workplace
Sustainable employees are key to our success
The skills, experience and commitment of our employees are important prerequisites for achieving the company’s strategic and financial targets. Their collective efforts also create a healthy work environment and sustainable workplace/working life permeated throughout by value-creating leadership, equal opportunity and diversity.
For us, it is a matter of course to engage in targeted efforts to offer an equal opportunity, healthy workplace characterised by professionalism and many opportunities for individual professional development. Our focus rests on healthy psychosocial, organisational and physical work environments that create the prerequisites for a sustainable working life.
Our daily efforts are guided and led by our shared values:
Diversity and equality
We are convinced that an equal workplace with teams consisting of men and women of different ages and with various experiences and backgrounds is a prerequisite for achieving our goals. Understanding people’s equal value and rights is the basis of a successful company and a positive work environment.
Resurs’s work on diversity and equality aims to create a tolerant work environment with no discrimination, offensive behaviour or harassment.
The distribution of male/female employees to be in the range of 40/60%
Proportion of female employees 55%
Proportion of female employees 52%
The distribution of male/female managers to be in the range of 40-60%
Proportion of female managers 43%
Proportion of female managers 46%
Continuous monitoring of employee experience
Preventive efforts to quickly perceive signs of stress and ill health among employees are a priority. Our employee survey provides an efficient work process in which employees are able to report their experiences of their work situation, stress, job satisfaction, leadership and commitment on a weekly basis. Thanks to the tool’s ability to draw attention to times or situations when there is a risk of ill health, resources can be better allocated and proactive measures can be taken. The tool provides comprehensive insight allowing managers and employees to view the various results in real time.
Preventive work with early action
Offering a healthy work/life balance is a given for us to help contribute to high attendance and a healthy balance between work and private life. Resurs’s managers are trained in employer responsibility for rehabilitation, which is a part of our work environment training. In cases with repeated short-term absenteeism or long-term illness, rehabilitation measures are applied. There are clear guidelines in place for how employees receive assistance and support through early, coordinated rehabilitation measures in order to regain their work ability with the aim of being able to return fully or partially to work.
Attendance within the Group at least 96%
The figure for attendance within the Group was 95%
The figure for attendance within the Group was 96%
A continuous learning process
We work in a structured way with continuous employee development alongside a defined plan in terms of training for new employees. Our digital portal for online training features everything from mandatory courses on the Code of Conduct, anti-corruption, money laundering and the environment to courses in banking regulations.
Developing sustainable leadership involves having managers who are secure in their roles and skilled at leading and communicating. Resurs develops its managers in two stages through the Group-wide Let’s GROW and Let’s CHANGE programs.
Resurs was named 2021 Career Company of the Year, which recognises employers who offer development opportunities for young talent. This was the second year in a row that Resurs was nominated for the award. Resurs was also named “Newcomer of the year” in Employer Branding at the 2020 Universum Awards.
All employees should feel that their work duties provide them with many opportunities for growth. We encourage employees to actively apply for new positions in the Group, which has generally led to internal mobility, with 21 per cent of advertised positions filled by internal resources
As part of Resurs’s talent management efforts, a second session of the Resurs High Potential mentorship programme began during the autumn. Employees from the entire Nordic organisation were encouraged to apply. After an internal application process, the mentees are then matched with suitable executive mentors in order to encourage skills development and synergies.