Employee responsibility

Swedish Match wants to be an active and engaged employer, attracting talented and motivated people with opportunities to grow and develop, maintaining a long term commitment in line with the core values of the Company.

The Company will continue to maintain high levels of engagement and promote awareness of employee related issues, and will work to further strengthen its efforts in focus areas, such as workforce diversity and gender equality, health and safety, and employee education.

Swedish Match focuses on assuring a safe and healthy workplace, promoting diversity and equal opportunity, while also placing high emphasis on training and development. The HR Council, with representation from all significant units of operation, works on a global level to exchange knowledge, practice and ideas, and to find a common ground to make way for group common goals and targets.

Highlights 2015

  • In Sweden, the Company has set milestones and goals to secure the future conditions for an equal ­workplace.
  • Swedish Match’s US headquarters was named as one of the top workplaces in Richmond for 2015 by ­Richmond SHRM, a network of human resource professionals and community leaders in Richmond, the US.

Human Resources organization

The majority of the Group’s HR activities are handled locally within the Company’s operating units. Local units are represented by dedicated HR professionals, who ensure clear communication and coordination of efforts relating to the Company’s employees.

The HR organization supports the Company’s efforts in managing talent and leadership development, works to provide clear and consistent documentation of activities, and upholds employee practices consistent with the Code of Conduct and local laws and regulations, among other tasks.

HR-related KPIs and targets

As HR is handled locally within the Company’s operating units, each local unit is responsible for setting and monitoring its own KPIs and targets.

In the Swedish organization for example, some KPIs and targets that are used concern attendance rates, external staff turnover, internal staff mobility, equality/diversity, as well as key results from the employee survey (e.g. Net Promoter Score, Leadership Index, and Employee Satisfaction Index). Each year the results are compared to targets set, and activities are chosen based on the results.

Read the 2015 Sustainability Reporting Document.