Sustainability
Social information
This section of the sustainability report presents AddLife's involvement with social issues with respect to our employees, as well as our patients and users. For information on AddLife's management of workers in the value chain, see page 47 for a description of our sustainability efforts in the supply chain.
Own workforce
Impacts, risks and opportunities
Our staff primarily comprise salaried employees working in sales, administration and service. In some subsidiaries, employees also commonly work in warehouse management and production, or as service technicians. AddLife's negative impact on our employees is mainly involves work-related stress, as well as gender equality and inclusion. In our annual employee survey, 19% of our employees reported that they frequently or very frequently experience stress. Overall, the gender balance in the group is even, although this is not mirrored in senior management. Currently, the gender balance in the company is 56% men and 44% women, while in management positions the gender balance is 65% men and 35% women. In all, 81% of our staff experience the workplace culture as inclusive; however, 4% feel they face discrimination. AddLife's primary positive impact on our employees is chiefly through skills development at our business school, AddLife Academy. For more information on the AddLife Academy, see pages 44-46.
Strategy and governance
AddLife's work with employees is governed by our group-wide Code of Conduct. AddLife currently has a gender equality target to achieve an average gender balance of 40%/60% in management positions across the entire Group by 2027. In addition to the gender equality target , AddLife has ambitions relating to our employees that we aim to achieve, see table below.
AddLife wants to achieve a culture in which all employees thrive and grow. Our success relies on the dedication of our staff, motivated by the aim to improve both themselves and the organisation they serve. As an employer, we are committed to providing a safe and positive working environment. We value job security and opportunities for personal development. We want to attract and retain employees who support our core values and have the right skills to develop the business. One of our most important tools in this endeavour is our business school AddLife Academy, where our employees learn about our corporate culture and are offered training in business skills. Within AddLife Academy, we offer digital and in-person courses in subjects that our staff can implement in their daily work. AddLife Academy also serves as a networking platform for employees from different subsidiaries and countries. Some of AddLife's subsidiaries also offer additional educational initiatives for their staff regarding products, services or specific local regulations.
At AddLife, maintaining a high ethical standard is paramount, and we value transparency and integrity. We have a zero-tolerance policy towards discrimination, harassment, and other forms of behaviour that do not align with our values. Employees will be given equal opportunities regardless of gender, sex, age, ethnic or national origin, religion, sexual orientation or disability. Ensuring equal opportunities for employees is crucial to continue fostering a sustainable organizational culture. These positions are set out in our Code of Conduct.
Every year we conduct an employee survey to identify areas for improvement across the group. In this year's survey, 91% of the approximately 2,300 employees responded, compared to the previous 86% (2022), 84% (2021) and 85% (2020). Results for each subsidiary are reported at the company level, with improvement initiatives based on outcomes. We also monitor the employee index, which measures the working environment in terms of health, safety and well-being. In 2023, 39% of our employees were covered by collective agreements. In many European countries where AddLife operates, labour law issues are regulated by legislation and thus collective agreements are less common.
GENDER EQUALITY TARGET- 40/60% gender balanced representation at all levels of management by 2027.
Social ambitions and outcomes for 2023
In addition to our gender equality target, AddLife has ambitions in social sustainability that we aim to achieve. The purpose of these ambitions, and related KPIs, is to understand how healthy the culture is within the group and each subsidiary.
| Ambitions | 2023 | 2022 |
|---|---|---|
| Employee satisfaction score at 4.3 | 4.1 | 4.0 |
| Zero tolerance towards corruption or non-compliant behavior towards AddLife's Code of Conduct | 0 | 0 |
| 100% of employees completing and signing off AddLife’s Code of Conduct training | 97% | - |
| Unadjusted gender pay gap at 0% | 14% | 14% |
| 90% of employees find AddLife to be an inclusive workplace | 81% | 79% |
| No cases of discrimination | 7 cases | 4 cases |
| 100% of our employees shall have career performance and development reviews | 78% | 76% |
Metrics
| Number of employees divided by gender (headcount) | 2023 |
|---|---|
| Male | 1,284 |
| Female | 1,017 |
| Other | 0 |
| Not reported | 0 |
| Total employees | 2,301 |
| Number of employees divided by country (headcount) | 2023 |
|---|---|
| UK | 492 |
| Spain | 280 |
| Sweden | 270 |
| Denmark | 228 |
| Norway | 147 |
| Germany | 135 |
| Austria | 134 |
| Finland | 134 |
| Italy | 130 |
| Switzerland | 56 |
| Other | 333 |
| Total number of employees | 2,301 |
| Non-employees | 2023 |
|---|---|
| Number of non-employees (consultants) | 142 |
| Share of employees covered by a collective barganing agreement or social dialoge | |||
|---|---|---|---|
| Collective Bargaining Coverage | Social dialogue | ||
| Coverange | Employees - EEA | Employees - Non-EEA | Workplace representation only* |
| 0-19% | Denmark, Germany, Italy, Norway, Switzerland | UK | |
| 20-39% | |||
| 40-59% | |||
| 60-79% | Finland, Sweden | ||
| 80-100% | Austria, Spain | ||
| *The information regarding social dialogue for 2023 is missing. We plan to gather this information for 2024 and beyond | |||
| Share of men and women in management level | 2023 | 2022 |
|---|---|---|
| Men | 65% | 68% |
| Women | 35% | 32% |
| Others | 0% | 0% |
| Share of employees divided by age | Share |
|---|---|
| <30 | 10% |
| 30-50 | 54% |
| >50 | 36% |
| Training and development* | Men | Women | Other | Total |
|---|---|---|---|---|
| Share of employees that participated in performance and career development reviews | - | - | - | 78% |
| Average traning hours per employee | - | - | - | 5.5h |
| * The information on the share of employees who participated in performance reviews and the average training hours per employee, broken down by gender, is missing for 2023. We plan to gather this information for 2024 and beyond | ||||
| Remuneration metrics | 2023 |
|---|---|
| Unadjusted gender pay gap* | 14% |
| *The wage gap mainly stems from gender differences in occupational roles and compensation structures. A majority of men work in roles with variable compensation, such as sales, while women work more in areas that typically lack variable compensation, such as administration. Additionally, men are more frequently in leadership positions, resulting in higher compensation. | |
| Incidents, complaints and severe human rights impacts | 2023 |
|---|---|
| Total number of incidents of discrimination and harassment | 7 |
| Number of complaints filed | 4 |
| Total amount of fines, penalties, and compensation for damages as a result of the incidents and complaints disclosed above | 0 |
Patients and users
Impacts, risks and opportunities
AddLife’s vision is to improve people's lives by being a leading, value-creating player in Life Science. We have a positive impact on patients and users who use our products and services. We also make a positive contribution by supplying the products and services needed to conduct research. However, failure of these products could result in incorrect diagnoses and surgical complications. Should this occur, it could potentially have serious negative consequences for the individual involved, but also poses a financial risk for the group, as we could become liable for damages and it could harm our brand. Indemnities may not always be fully covered by AddLife’s insurance, and AddLife may encounter challenges in claiming reimbursement from its suppliers for these costs. We work with our suppliers to improve product safety and quality. We regularly evaluate our insurance coverage to reduce the risk of unexpected costs. In addition, AddLife has an ongoing quality assessment process for our own products. At group level, the risk is therefore considered low. If we could quantify the beneficial social impact of our products and services, it would simplify the process of highlighting the advantages of our products to our customers, not solely from a cost-saving perspective.
Strategy and governance
Our positive impact on people's lives and health is at the core of our business offering, and a vital aspect of our business strategy. We are committed to finding the right products and services for our customers, so that they can provide high-quality healthcare, social services and research. For more information on our efforts to improve people's lives, see page 33. Our subsidiaries are responsible for ensuring that our products and services are of adequate quality to avoid endangering patients and users. Product safety is regulated within the EU through the Medical Devices Regulation (MDR) and the Regulation on In Vitro Diagnostic Medical Devices (IVDR), ensuring a high level of product safety. Several of our subsidiaries are also certified to ISO 9001 and ISO 13485 to ensure quality.