Responsibility for employees

Svenska Spel has a strong brand as an employer. Maintaining the brand requires that corporate values are clearly communicated to all Svenska Spel employees.

Svenska Spel seeks to establish a strong common culture throughout the Group, built on values, solid team spirit and a ­distinct, modern leadership.

Revamped corporate values

Svenska Spel’s values are designed to contribute to a common corporate culture that creates pride within the Company and attracts new employees. The values were revamped and simplified during 2011. The basic underlying message is that we at Svenska Spel shall be accessible, considerate and committed.

Value-based leadership

Svenska Spel’s leaders shall manage operations, people and themselves. This involves inspiring and developing staff, ­colleagues and Svenska Spel. To contribute to the Company’s development, employees must be aware of what is expected of them and be given the appropriate conditions and skills to live up to expectations. Employees shall also receive clear objectives and individual feedback on their performance. Svenska Spel’s executives must also promote a working ­environment that permits employees to be committed, ­contribute ideas to the Company’s development and dare to make decisions.

Diversity and equality

Work on diversity at Svenska Spel is to promote equal rights and opportunities for men and women – regardless of sexual preference, age, ethnic origin, religion or other creed. We be­­lieve that this creates a dynamic and pleasant work environment hallmarked by a respect for and embrace of everyone’s differences. But also because it reflects the diversity of our customers. Our fundamental belief is that diversity contributes to better business. Read more about our salary survey and gender distribution for management under Diagrams and tables.

Develop the employer brand

Svenska Spel has a strong employer brand. Maintaining the brand requires understandable and distinct corporate values and priorities. Thus Svenska Spel will attract professionals.

Svenska Spel has defined the following objectives for its employees:

• The ESI/employee satisfaction index shall be at least 85 on a scale of 100. The result 2011 was 86.
• The leadership index shall be at least 70 on a scale of 100. The result 2011 was 73.

Employee survey

Each year, Svenska Spel conducts a major employee survey that offers employees the opportunity to express their opinions regarding the work environment and make suggestions how it could be improved. In addition, in 2011 a number of smaller surveys were made in order to provide operations with faster feedback on the action plans implemented.

Activities and results, 2011

• Introduction of a revamped vision and corporate values.
• As part of the employee dialogues, goals were introduced at the employee level.
• Roles and responsibility were defined.
• The executive development and leadership training programmes were completed.
• The planning schedule for casino employees was made more effective.

Focus for 2012

• Implementation of the corporate values.
• Development of management by objectives in the organisation.
• Focus on executive development, including a management audit of the top 50 executives.
• Highlight career paths and develop the ability to identify talents in the company.
• Increase Svenska Spel’s attractiveness as a an employer.
• Focus on the “Everyday Health” programme through, for example, new cooperation with the corporate health unit, management support and targeted activities.