Worthy of trust

Under Focus area: Social Responsibility, the primary goal is to conduct our operations in a responsible manner in relation to the community as well as to stakeholders. Castellum’s Code of Conduct describes how employees in our operations are to treat tenants, suppliers, partners and other players in daily operations. The Code of Conduct clarifies Castellum’s position on human rights, working conditions, business ethics and information.

Focus area: Social Responsibility

Orientation

We will conduct business in a responsible manner in relation to the community as well as to our stakeholders.

Targets

  • 4% of all employees annually will be apprentices.
  • Job opportunities will be created for young people and the long-term unemployed in all major projects.
  • 100% of employees to undergo training in the Code of Conduct.

Outcome

  • In total, 47 young people had internships or holiday work at Castellum in 2020. Of these, 9 were apprentices, equivalent to approximately 2% of Castellum’s employees.
  • Seven apprenticeships were created in major projects.
  • All employees are trained in Castellum’s Code of Conduct.

Values and Code of Conduct

Castellum’s values can be summarised as “Worthy of trust” (read more at www.castellum.se).

The Code of Conduct, which applies to all Castellum employees, regulates behaviour towards one another as well as towards Castellum’s tenants, suppliers, partners, and other stakeholders that employees meet in daily operations. It is based on Castellum’s values and the principles of the UN Global Compact, and clarifies Castellum’s position on human rights, working conditions, business ethics and information. Castellum is to provide quality service, comply with laws and regulations, never discriminate against anyone, and create a healthy working environment with a high safety level. Castellum also maintains focus on gender equality issues, as described in the company’s diversity plan.

Castellum’s operations are subject to each country’s laws and regulations concerning, for example, working conditions, occupational safety and freedom of association. Castellum’s HR manual addresses issues such as working environment, equal opportunities, salaries, pensions and company cars. Each new employee undergoes mandatory training in the company’s Code of Conduct, sustainability efforts and diversity.

Preventative efforts regarding corruption issues, where conduct in various everyday situations is discussed, are conducted throughout the Group. A pivotal element is that all employees understand and follow the Code of Conduct. Castellum has a whistleblower function that can be reached via the Group’s website and Intranet. The function aims to help both employees and external parties act responsibly. All whistleblower cases are handled in accordance with established procedures. Those reporting a whistleblower case receive prompt feedback and then the aim is to maintain a dialogue with the initial notifying person. All cases are handled confidentially.

In 2020, Castellum received some ten cases through the whistleblower function. Some of the cases led to a change in routines or to targeted communication efforts.

Executive Management is not aware of any incidents in 2020 that negatively impacted tenants’ health and safety. Nor has Castellum had any punishments imposed for violations of the company’s Code of Conduct, or crimes of corruption, in 2020 or the last five years.

Community engagement

For Castellum, community engagement is about offering healthy and productive urban environments where people have a high sense of well-being. It is also about contributing to urban development that encourages the integration of different societal groups.

Another important aspect for Castellum in this area is to contribute to more young people and people with varied cultural backgrounds entering the labour market. Castellum holds stakeholder dialogues and participates in joint projects with other property owners and players to create better living environments together.

In 2020, a total of 47 young people worked at Castellum as vacation replacements, interns, apprentices, trainees or with academic degree projects. Nine of these young people were apprentices (in Castellum’s definition, people who are struggling to enter the job market), which is equivalent to approximately 2% of Castellum’s employees. Castellum has also set a goal of creating workplaces for young people in all major projects. In addition, Castellum collaborates with organisations such as the Jobbsprånget internship programme, which is an initiative that matches companies with academics who have just arrived in Sweden. During the year, Castellum also offered internships to people with non-Swedish backgrounds who had recently come to Sweden.

In 2020, a partnership with My Dream Now was established in which employees at Castellum visit school classes in socially vulnerable areas and talk about their jobs and various potential career paths. This partnership has given rise to a high sense of commitment among Castellum’s employees who have the chance to be an inspiration for young people who perhaps lack role models in their lives or don’t know anyone with an inspiring job. The effects for young people are an expanded network of contacts in business, and role models they might not otherwise come in contact with. The partnership is very fruitful for both parties.

Some of our memberships

  • Almega
  • Center for Management in the Construction Sector (CMB) at Chalmers University of Technology
  • Chamber of Commerce (Handelskammaren)
  • EPRA
  • European Think Tank
  • The Swedish Property Federation
  • Fossil Free Sweden
  • Green Building Council Denmark
  • Network for collaboration in the local cities (Citysamverkan)
  • The Trade and Industry group
  • SNS (Center for Business and Policy Studies)
  • Sweden Green Building Council
  • Swedish Energy Agency’s Client Group for Premises (BELOK)

Developing local communities

Castellum has implemented social programmes in the cities where the company operates. Currently, Castellum’s programmes cover 100% of the company’s properties. Castellum’s engagement varies in accordance with local needs and those of the specific properties; the programmes include a stakeholder analysis to investigate current needs. Depending on the needs and interests of the city, decisions on Castellum’s engagement are taken locally. Engagement in the programmes currently includes how Castellum measures and positively influences the environment and societal interaction in order to improve the local community and the environments in and around its properties. The programmes currently comprise 105 different engagement initiatives, including societal engagement in the cities where Castellum is located, and participation in city networks, sustainability networks and corporate associations where Castellum interacts with tenants, municipalities and other partners to develop cities.

Castellum also actively works with community associations as well as schools and universities to offer young people apprenticeships and summer jobs.

Castellum’s sponsorship and support of local associations focuses primarily on promoting young people’s education and health. During the year, the company sponsored organisations such as BRIS, Young Entrepreneurship and local sports associations.

In 2020, Castellum gave a total of MSEK 6.8 in direct support through sponsorships and other initiatives, of which MSEK 4.4 pertained to membership fees for industry organisations.

A foretaste of a dream job

Castellum wants to expand young people’s opportunities to enter the labour market by taking on apprentices.

To create conditions for a meaningful, instructive LIA (on-the-job training) period, Castellum has developed a structured model.

“I’m learning a lot while I feel that I’m doing something useful and can contribute to the business,” says Max Andskär, LIA intern at Castellum Säve.

Max’s mentor Anders Fredriksson, who is the business area manager and airport director at Castellum Säve, believes in the apprenticeship system and sees it a “win-win” situation. By seeing apprentices as a resource and steering them towards Castellum’s profile, they can be developed into future colleagues.

“My dream job is to work with property development and environmental certification, preferably at Castellum,” Max says.