Employee wellbeing

A strong and healthy organisation is a prerequisite to successful business operations. Fortum takes a proactive approach in supporting employee wellbeing and working capacity.

ForCARE work wellbeing model

The goal of the work wellbeing model, ForCARE, is to promote the health and occupational safety of our employees by developing the work and work environment and by promoting the functionality of the work community.
 
We adopted global ForCare wellbeing themes in 2015. The theme for spring was “activeness and energy” and for autumn “positive feedback and interaction”. In addition to the themes being on the agenda at team meetings, theme-related lectures, wellbeing events and activity contests were held. The themes for 2016 will be “recovery and sleep” and “activeness and energy”.
 
We will begin using a new tool in the ForCare work wellbeing programme in nearly all our operating countries at the beginning of 2016. HeiaHeia is an online and mobile app offering a wealth of wellness content to motivate users to live a healthier lifestyle, to record physical and wellness activities, to encourage colleagues, and to participate in team-spirit initiatives.
 

Wellbeing Booster project

In 2015 we participated in the Sitra-coordinated Wellbeing Booster pilot project in Finland. The project tested digital solutions to measure and support health. A total of 180 Fortum employees from the Suomenoja and Järvenpää power plants and from financial administration participated in the project. Additionally, 130 individuals participated as a control group.
 
The functionality and impact of the Wellbeing Booster concept was assessed through a user survey. The results of the survey indicate that the participants experienced improved awareness of their own wellbeing and an increase in physical activity as a result of the coaching.
 

Early-support model

We promote wellbeing at the workplace also through what is called an early-support model. We increase open communication between employees and supervisors by discussing and mapping the reasons for absences. In 2015 we focused on the functionality of the early-support model, and we developed the related manager reporting. The new Manage Working Capacity MASTER training was started for managers. The goal of the training  is to strengthen managerial know-how in working capacity management.
 

Occupational safety committee and workplace wellbeing

Workplace wellbeing and work safety are regularly addressed in local-level occupational safety committees, which operate in line with local legislative requirements and represent all personnel groups. The committees exist in all our significant operating countries.
 
All our employees are within the sphere of occupational health care. Our occupational health care is arranged in all countries of operation in accordance with local laws and regulations. We emphasise the significance of preventive activities in promoting wellbeing in the company. The occupational health care costs per person in Finland, calculated from the share paid by Fortum, were EUR 509 (2014: 542).
 
Fortum conducts regular examinations of its personnel in accordance with local laws. Employees who in their work are exposed to e.g. noise, dust, radiation or who perform shift work are within the sphere of the examinations. Occupational health care participates also in various discussions and assessments in the work community. The occupational health care professionals support supervisors by providing information on preventive actions as well as alternatives when the ability to work decreases. Occupational health care also offers methods and tools for these situations.
 

Sick-leave absences, occupational diseases and average age of retirement in 2015

At Fortum the rate of absence due to sickness was 2.4% (2014: 2.4%), which is lower than the average in the energy sector. The rate of absence due to sickness was 2.2% (2014: 2.2%) for males and 3.0% (2014: 2.9%) for females. The sickness absence rate is calculated based on the reported theoretical working hours of the permanent employees. The rate of absence due to sickness was included as a new Group-level indicator for 2016 to measure employee wellbeing. The management of sick-leave absences and particularly the early-support for managers in the management of illness-related absences and other working capacity challenges are among our focus areas in 2016.
 
There were 8 (2014: 8) cases of suspected occupational diseases in Finland; 3 were related to noise and 5 were related to asbestos. Two of the suspected noise-related cases were determined to be non-occupational. One of the suspected asbestos-related cases was determined to be an occupational disease and compensated as such. Investigations are still under way for the other suspected cases. All the cases of suspected occupational diseases involved males.
 
An indication of the good management level of working capacity and work well-being at Fortum is the average retirement age, which was  62 (2014: 62) years.
 

Sickness absence rate of the permanent employees in 2013-2015 (GRI G4-LA6)

 

2/25/2016