- Continuing work for long-term sustainability
- How we report Svenska Spel’s responsibility and sustainability
- Comments from the CEO and the CSR manager
- This is long-term sustainable development for Svenska Spel
- Stakeholders' expectations on Svenska Spel
- Social responsibility
- Responsibility for employees
- Economic responsibility
- Environmental responsibility
- Comments on the CSR Report
- Svenska Spel’s GRI profile
- Signatures of the Board of Directors
- Auditor's Combined Assurance Report
Other data
Fulltime, part-time and temporary employees are entitled to the same benefits. Svenska Spel does not accept any form of infringement of personal integrity, favouritism, discrimination or bullying. No such cases have been brought to the attention of management in 2011.
Since October 2009, salaries at Svenska Spel have followed a policy based on governmental guidelines. Salaries are individual and differentiated. Salary and salary development is based on the kind of work, competency and performance. One labour-law dispute arose during 2011, see the section on Social responsibility. Svenska Spel operates on a national basis and in 2011 the risk of infringement of human rights was esteemed to be low.
In 2011, 286 employees (255) in the Parent Company took advantage of the keep-fit contribution. In the subsidiaries, 582 (379) employees took up the offer. The number of work-related injuries 2011 in the Parent Company was two (four), with 33 (51) accidents in subsidiaries.