Diversity and Inclusion
We have an inclusive and diverse working environment at Mantena, and our employees should have equal opportunities regardless of gender, culture, or other backgrounds. We aim to be an attractive workplace for all our employees.
A Mantena consisting of people with diverse backgrounds, language skills, and cultural understanding will contribute to increased innovation, growth, and value creation.
Mantena has a high proportion of skilled workers, and the railway industry has historically been male-dominated. Mantena currently has 90.6% male employees. We are a diverse workplace in terms of cultural background.
The average age is high but decreasing. Diversity and equality are and will remain significant topics for Mantena. The potential for impact is substantial, but to significantly increase the proportion of women, more women need to choose to obtain trade certificates in our fields. Mantena can also contribute to this type of lobbying/influencing.
Relevant UN Sustainable Development Goals for this target area:
Relevant Material Topics:
- Diversity and inclusion
Facts on Diversity and Inclusion in Mantena in 2023
Coworkers from many cultures
0
FTEs
0
retired
0
Employee satisfaction
0
%
proportion of hired employees
0
received a gold watch (40 years service for the company)
0
%
of the employees have experienced bullying, harassment or unwanted incidents
0
apprentices
0
%
women in leading roles
Read more about diversity and inclusion in:
Overall Objectives
- All our employees should experience Mantena as a diverse and inclusive workplace.
- Employees should not experience discrimination or harassment while working at Mantena.
- We will enhance diversity, with a particular focus on increasing the proportion of women.
- We take social responsibility and will contribute to more people obtaining trade certificates in our areas of expertise.
Targets for 2024
- Increase the Number of Apprentices: And boost the number of employees obtaining trade certificates on the job.
- Long-term Plan for Skills Development: Develop a long-term plan to ensure the necessary expertise and competencies.
- Women in New Hires: Ensure that at least 15% of new hires are women.
- Employee Satisfaction: Achieve an employee satisfaction score of 70.
- Reduce Workplace Issues: Decrease the number of employees who have experienced bullying, harassment, and unwanted behavior.
- Sustainability Training: Provide sustainability training for all leaders and employees.
- AI for Information Accessibility: Test the use of artificial intelligence to make information more accessible to employees with poor language skills (e.g., reading and writing difficulties or different native languages).
- Reduce Hiring through Agencies: Decrease the reliance on hired labor.
Important topics
There are two themes within diversity and inclusion that we wish to highlight in our 2023 reporting: the work related to apprenticeships, on-the-job trade certificates, and internships, and the work to increase knowledge and awareness related to work environment, bullying, and harassment.
Apprenticeships, On-the-Job Trade Certificates, and Internships – A Social Responsibility
To keep the trains in the Nordic region running, we rely on having skilled employees with trade certificates. We view it as an important social responsibility to offer apprenticeships and the opportunity to obtain trade certificates. In 2023, Mantena had 16 apprentices in three different fields: train electrician, industrial mechanic, and industrial installer. We also have employees obtaining trade certificates on the job in the fields of industrial installation and logistics. Additionally, we have welcomed internship candidates from various high schools: Kuben, Ås, Åssiden, Byåsen, Charlottenlund, Røyken, Gauldal, Bertnes, Nes, Algo, and Bleiker. We hope more will choose to apply for an apprenticeship with us at Mantena.
In 2024, we aim to strengthen our focus on apprenticeships and offer more employees the opportunity to obtain trade certificates on the job. We will also begin working on a long-term plan to ensure the necessary skills for the future of train maintenance. We are already experiencing a gap between the need for and the availability of, for example, electrical expertise.
A Good and Inclusive Work Environment Requires Knowledge and Awareness
Mantena has a high proportion of skilled workers in traditionally male-dominated fields. This is reflected in Mantena's gender statistics. At the same time, we have employees from a variety of cultures, and many different languages are spoken at our workshops. This increases the risk of a poor work environment, misunderstandings, and conflicts, and requires strong and clear leadership.
In 2023, we focused on the topics of bullying, harassment, and unwanted behavior, and conducted a survey to assess the current status. 7% of Mantena employees have experienced bullying, harassment, or unwanted behavior at work. This is in line with the average in our own and similar industries, which is 6.6%, but we believe this is not acceptable and have addressed the issue throughout 2023.
We have zero tolerance for bullying and harassment at Mantena and have implemented a knowledge boost for all leaders, union representatives, and safety delegates to equip them with the tools to address these issues. Additionally, we launched the "Speak Up!" campaign, which informed employees about reporting channels, how we handle cases, and why it is important to speak up. More employees chose to report issues, providing us with the facts and knowledge needed to address the cases and their root causes. Local measures have also been implemented where multiple employees have had negative experiences.
In 2024, our goal is to see a decrease in the number of employees experiencing bullying, harassment, or unwanted behavior at work in Mantena. We aim to be below the average for similar companies.
