Employee data

Action-oriented, flexible organisation

Castellum works continually on developing and improving its organisation. Its starting point is that a shared structure in combination with a strong local presence creates the best business advantages. The company’s understanding of tenants’ specific requirements and deep knowledge of the specific context of each local property and rental market create the ability to act – something that makes a difference, promotes business and helps employees grow.

Castellum has procedures and guidelines concerning benefits, terms of employment and incentive systems. These initiatives are being taken with the purpose of strengthening the Castellum Spirit, increasing mobility within the company and ensuring a clear remuneration and incentive structure.

We are carrying out a bonus programme for all employees wherein it is possible for all participants to receive a share of all improvements. This contributes to an inclusive culture where operational objectives are a natural part of everyday activities.

Castellum is to be an attractive employer with committed, motivated leaders working towards the same goals, thereby meeting high expectations. The company works to attract, recruit, develop and retain the right managers and employees. The goal is to be the best choice of property management partner in all of Castellum’s markets. Castellum always strives for improvement, and will be clear and transparent concerning expectations of everyone who works in the Group. Constructive monitoring is a natural and mutual part of the relationship between managers and employees, and takes place through annual performance reviews and follow-up dialogue. In addition, dialogue and follow-up routinely take place on a daily basis.

Castellum assesses various perspectives, and therefore considers diversity and equality to be important keys to growth, which is why this is a priority issue. Castellum’s diversity and equality initiatives must promote equal treatment on issues concerning conditions of employment, work conditions and development in the work. The ambition is the pursuit of diversity and equality initiatives as an integral part of operations.

Working environment

Castellum protects and supports both employees and suppliers, and it is our responsibility that no one becomes ill, either physically or mentally, or is injured owing to their work. We work routinely on developing and improving working environments within the entire Group. Castellum also has a Code of Conduct for suppliers, in which they are obligated to meet the same requirements we impose on ourselves as regards work environments. During the year, 11 work-related accidents were reported, 5 of which involved Castellum employees.

Total sick leave remained low, at 2.0% (2.9).

To reach the Group’s tough sustainability goals of net-zero carbon emissions by 2030 and a non-fossil fuel powered vehicle fleet by 2020, Castellum’s employees must prioritise sustainable travel and meetings.

Castellum’s guidelines include the following requirements:

  • Travel over 450 km should primarily be booked by train
  • Environmental requirements are imposed on all travel (e.g. green taxis should be booked).
  • Annual climate compensation for all of the Group’s travel
Employee data

Education, no. of people

 

 

University

 

111

 

129

Upper secondary school

 

49

 

121

Compulsory school

 

2

 

1

 

 

 

 

 

Division of labour, %

 

 

 

 

Customer relations/property management

 

35%

 

65%

Business and project development

 

23%

 

77%

Support functions

 

34%

 

66%

Executives

 

40%

 

60%

Regional management groups

 

44%

 

56%

Executive Management

 

50%

 

50%

 

 

 

 

 

Type of employment, no. of people

 

 

 

 

Full-time employees

 

155

 

249

Part-time employees

 

7

 

2

 

 

 

 

 

Forms of employment, no. of people

 

 

 

 

Permanent employees

 

161

 

250

Temporary employees

 

1

 

1

For more detailed information about diversity and equality, refer see Focus Area: Well-being. “Diversity at Castellum in 2020, by region” and “Equality at Castellum,” divided as above.

All data is based upon actual data. The information has been compiled and assured by Castellum’s HR department. Regional HR information has been broken down by county for Sweden. Castellum’s operations in Denmark and Finland have few employees, so these have been included in the statistics for Sweden.

Occupational health and safety, GRI 403-1-7

Castellum’s procedures for occupational health and safety cover all its employees. Systematic occupational health and safety work is based on a work environment handbook with policies, guidelines and procedures that is available to all employees on the intranet. Castellum assumes its statutory work environment responsibility for all of its employees and agency staff, and assumes coordinating responsibility for contractors in our operations.

The work environment handbook indicates how the responsibility and work environment tasks are allocated. The managing directors of the various parts of the operation bear primary responsibility. The managing directors delegate work environment tasks to the operations so that one or more managers, supervisors or other employees are tasked with working to prevent risks in the work and to achieve a satisfactory work environment. Employees or employers who are or have been assigned responsibility for work environment tasks must ensure that the knowledge concerning the work is sufficient, which is also defined in Castellum’s work environment handbook. The company’s local safety officers have an important function in occupational health and safety work, and in cooperating to develop Castellum’s work environment. Courses in occupational health and safety are continually held in the operation.

Risk identification and management

Identifying and preventing risks to health and safety are the foundation of Castellum’s occupational health and safety work. Risks are assessed at different levels and in specific situations. For example, risks are reviewed and a renewed risk assessment is conducted for every part of operations on an annual basis. Risk assessments are also conducted in conjunction with changes (e.g. moving premises, new tools, changes to working methods or prior to hiring a contractor). Castellum’s workplace-related incidents and accidents are handled according to established procedures. If an employee suffers an occupational injury or gets into an accident at work, or if some near-accident occurs at work, the managing director of the operation concerned, the manager concerned and the HR director – as well as the employee – will investigate the causes so that the risk of ill health and accidents can be prevented in the future and, if needed, routines and approaches for minimising risks can be changed. The managing director of the operation concerned, or alternately the manager concerned, must report the occurrence to the Swedish Work Environment Authority without delay. The managing director of the operation concerned is also responsible for reporting work-related injuries to Castellum’s legal department. The documentation will be used in the systematic health and safety work so as to prevent future accidents. At Castellum, the safety officers have the right to intervene and stop work that is deemed to be dangerous or could entail a risk of injury or ill-health.

In Castellum’s projects, near-accidents and accidents must also be reported for the purpose of learning from the experience. Our hired contractors are formally responsible, in their capacity as employers, to investigate and implement measures in conjunction with workplace injuries. It is the task of Castellum as property developer, however, to draw lessons from what took place in order to apply actions in conjunction with planning and designing projects as well as regards overall conditions for the project. Castellum’s employees have a great deal of influence over the company’s work environment and health initiatives. The safety officers have an important role in this. Influence is exercised through measures such as participation in risk assessments, safety committees, physical fitness groups and more. At Castellum, there are local safety committees that both employer and employee representatives take part in.

Health Care

For Castellum, healthy employees who feel good and live healthy lifestyles are important. Lifestyle, and the physical and social environment, are crucial for people’s health and wellness both in leisure time and work life. Castellum makes use of external resources for occupational health services, starting from the fact that expert knowledge is necessary to study and assess the potential physical and mental risks. Occupational health care proposes measures and takes part in implementing them. It is also an important resource when rehabilitation studies are to be conducted and in conjunction with work adaptation measures for individual employees and groups of employees. It may be a question of employees who face challenges in the physical work environment, for example, with unbalanced work. Health checks are conducted throughout the company once per year, and more time is scheduled when needed. The purpose of occupational health care is to work in a manner that promotes health and is preventive, in accordance with the intent of the Swedish Work Environment Act.

Through their healthcare insurance, all employees have access to several preventive health service such as telephone support and e-health services, which are free of charge to use and are available round the clock. In order to provide every employee with the proper conditions to care for their health, all employees are offered work environment and health check-ups at certain intervals.

To inspire our employees, Castellum has a physical fitness group that continually develops activities that our employees are invited to. Every year, our physical fitness group develops a plan with various physical fitness activities that are carried out around the company. Every employee also has access to a physical fitness subsidy of SEK 5,000 per year.

Preventive work with suppliers

Castellum’s operations encompass many buildings and large areas of land around the Nordic region. To achieve effective administration and construction, Castellum needs to partner with many different suppliers. Partnership with suppliers is built on such factors as clear requirements and expectations, as well as dialogue and monitoring. By imposing clear requirements in areas such as work environment, we can enable and promote sustainable development for the entire construction and property industry. The Code of Conduct for suppliers, clear requirements in procurement documents, and instructions for suppliers are a few examples of how Castellum takes on these issues.

Work-related injuries and ill health, GRI 403-9,10

During the year, a total of 5 workplace accidents were reported for Castellum’s own employees. The most common accidents were crushing injuries, falls, burns and vehicular accidents. The number of injuries resulting in sick leave (LTI) yields an accident rate of 0.5 per 200,000 hours worked, which is considered low. The accident rate is defined as the number of workplace accidents that lead to absence on one or more contractual workdays per 200,000 hours worked.

The table below includes data for all employees and hired suppliers that have come to the attention of management.

Sick leave, employees

 

Women

 

Men

 

Total

Absenteeism, Castellum

 

2.1%

 

2.0%

 

2.0%

of which short-term sick leave

 

0.8%

 

1.0%

 

0.9%

Of which long-term sick leave (counted after day 15)

 

1.3%

 

1.0%

 

1.1%

Work-related injuries and ill health

 

Employees

 

Suppliers

Number of work-related fatalities

 

0

 

0

Number of workplace injuries leading to absence (LTI)

 

2

 

4

Injury frequency rate per 200,000 hours (LTIFR)

 

0.5

 

0.2

Number of workplace injuries with serious consequences1)

 

0

 

0

Injury frequency rate per 200,000 hours

 

0

 

0

Total number of recorded workplace injuries

 

5

 

6

Injury frequency rate per 200,000 hours (TRIFR)

 

1.2

 

0.3

Number of recorded workplace injuries2)

 

5

 

Total number of hours worked

 

828,613

 

4,194,1833)

Terms: LTI = Lost Time Injury, LTIFR = Lost Time Injury Frequency Rate, TRIFR = Total Recordable Injury Frequency Rate.

1.

Serious injuries with more than 6 months of recovery, excl. fatalities.

2.

Castellum’s interpretation of GRI’s “Work-related ill health”.

3.

The number of hours worked for suppliers is based on an assumption that 60% comprises labour costs at an hourly price of SEK 500.

Sick leave in the company remains low and continues to hold steady at 2.0%. Our time-reporting system for registering sick leave provides us with the opportunity for early identification of employees who are experiencing work-related ill health. During the year, 7 employees indicated that their absences were a consequence of conditions at work. Those who suffered workplace injuries with absence as a result are here. In addition, there is ill health as consequence of stress. We work continually with health-promoting and preventive activities for the purpose of preventing employees from suffering work-related injuries and ill health. We work in accordance with a structure similar to a “hierarchy of controls” in order to prevent and reduce the risk of injury.

Castellum has also established targets for forward-looking occupational health and safety work:

  • Short-term sick leave must be under 2%.
  • Long-term sick leave must be under 3%.
  • All managers must have undergone systematic occupational health and safety training for the purpose of possessing the knowledge required for the responsibility they have been delegated.
  • Safety committee meetings must be held every three months.
  • Psychosocial work environment issues must be followed up annually via questions in temperature measurements, which were introduced during the year. Targets for psychosocial issues will be followed up on in 2021.

Castellum has procedures for recording and investigating work-related illnesses in order to established the underlying causes and to develop preventive strategies. Among our suppliers, 4 workplace injuries resulting in absence were reported during the year. This yields an accident rate of 0.3 per 200,000 hours worked, which from an industry perspective can be considered low. The accident rate is defined as the number of workplace accidents that lead to absence on one or more contractual workdays per 200,000 hours worked. No fatalities have occurred, which is why we did not divide fatalities according to workplace illness or workplace accidents, nor is any fatality rate reported.

Training and education, GRI 404-1

Castellum does not break down training hours by gender and occupational category, as the company does not have access to this information at the personal level. The information may be developed in the next few years with a Group-wide HR system.

Percentage of employees receiving regular performance and career development reviews, GRI 404-3

Castellum does not break down training hours by occupational category, as the company does not have access to this information at the individual level. The information may be developed in the next few years with a Group-wide HR system.

Equality, GRI 405-1

 

 

2020

 

2019

 

2018

Demographic structure personnel

 

Number of people

 

Proportion women

 

Number of people

 

Proportion women

 

Number of people

 

Proportion women

Board of Directors

 

8

 

50%

 

7

 

57%

 

7

 

57%

Under 30

 

 

 

 

 

 

30–50

 

1

 

100%

 

1

 

100%

 

1

 

100%

Over 50

 

7

 

43%

 

6

 

50%

 

6

 

50%

Executive management

 

8

 

50%

 

 

 

 

 

9

 

44%

Under 30

 

 

 

 

 

 

30–50

 

6

 

50%

 

5

 

40%

 

6

 

67%

Over 50

 

2

 

50%

 

2

 

50%

 

3

 

0%

Employees excl. exec. mgmt

 

413

 

40%

 

 

 

 

 

374

 

42%

Under 30

 

29

 

48%

 

48

 

47%

 

32

 

29%

30–50

 

202

 

47%

 

218

 

45%

 

198

 

54%

Over 50

 

182

 

30%

 

154

 

28%

 

145

 

27%

This table shows the demographic structure of personnel, according to age and gender, for various administrative levels. Castellum does not track the minority status of employees.

Age distribution — number of employees

 

 

Women

 

Men

 

Total

Excluding Board

 

 

 

 

 

 

Under 30

 

14

 

15

 

29

30–50

 

95

 

107

 

202

Over 50

 

54

 

128

 

182

Employee turnover – New employees1)

Employee turnover

 

Number of employees
2020

 

Of which women,
2020

 

Number of employees,
2019

 

Proportion women
2019

New employees during the year

 

 

 

 

 

 

 

 

under 30

 

4

 

47%

 

15

 

55%

30–50

 

20

 

68%

 

32

 

39%

over 50

 

7

 

20%

 

10

 

20%

Total new employees

 

31

 

54%

 

57

 

40%

Proportion of new employees

 

7%

 

 

 

14%

 

 

1.

Castellum has transitioned to the Full-Time Equivalent (FTE) principle as of 2018. FTE takes into account actual work time during the year; deductions are made, for example, for level of service and actual period of employment during the year. Example: an employee who begins employment on July 1 and works 70% (28 hrs/wk) up through December 31 is counted as 0.35 FTE (employed for 50% of the year at 70% employment)

Employee turnover – Leavers1)

Employee turnover

 

Number of employees
2020

 

Of which women,
2020

 

Number of employees,
2019

 

Proportion women
2019

Employees who left during the year

 

 

 

 

 

 

 

 

under 30

 

0

 

 

8

 

59%

30–50

 

14

 

33%

 

21

 

75%

over 50

 

11

 

25%

 

7

 

35%

Total number of leavers

 

25

 

30%

 

36

 

64%

Proportion of leavers

 

6%

 

 

 

9%

 

 

1.

Castellum has transitioned to the Full-Time Equivalent (FTE) principle as of 2018. FTE takes into account actual work time during the year; deductions are made, for example, for level of service and actual period of employment during the year. Example: an employee who begins employment on July 1 and works 70% (28 hrs/wk) up through December 31 is counted as 0.35 FTE (employed for 50% of the year at 70% employment)