People and team
NCC is a knowledge-based company that aims to be an industry leader when it comes to expertise in construction processes. A supply of employees with the right skills is of the utmost importance for continued growth and success, which is why NCC invests heavily in skills development and leadership. A strong and healthy corporate culture provides the necessary foundation for success in this area. ‘People and team’ is one of the focus areas in NCC’s sustainability framework.
An increasingly complex construction process requires specialists and experts in many different fields. To meet the growing need for skilled workers, NCC needs to reach as large a relevant talent pool as possible. Diversity and inclusion are vital for success in this. NCC has zero tolerance of discrimination. No employee should be hindered in their development and career due to discrimination, and we strive for gender balance in NCC’s management teams, something that we monitor carefully.
NCC strives to recruit, develop and retain the most competent people in the industry, support the progress of high-performance teams, and work actively so no one is excluded on unfair grounds or due to unconscious bias.Marie Reifeldt, Head of HR at NCC
Values and behaviors for a strong company culture
NCC’s values of Honesty, Respect and Trust guide the behavior of our employees, and form the foundation of NCC’s culture, together with the desired Star behaviors and the Code of Conduct. They make clear which behaviors NCC wishes to encourage, while at the same time spelling out which behaviors are unacceptable. The aim of these unifying instruments is to create value for customers, provide synergies between different parts of the company, increase competence and build knowledge.
Diversity and inclusion
NCC needs the most competent, knowledgeable and experienced people in the industry in order to continue with its growth and success. It is therefore important to be an attractive choice for all the target groups that have the expertise needed by NCC. NCC is pursues a number of initiatives for increasing diversity within the Group.
- Sweden has a Diversity Douncil that is working on various initiatives to promote inclusion and diversity – focusing, for example, on the managers’ health and safety follow-up and on the onboarding of new employees.
- NCC in Sweden also holds a knowledge-improvement day on the theme of discrimination and bullying, participates in the external mentoring network Pepp and has NCC’s well-established female network Stella.
- In Norway, NCC is an active partner in Diversitas, the industry’s leading network for promoting diversity and equality.
- NCC also highlights role models and people with different backgrounds and experience in connection with recruitment.
Non-discrimination
NCC does not accept any form of discrimination and acts forcefully when incidents are reported. Should any form of harassment, discrimination or bullying be discovered, NCC has a well-established process and action plans so that suitable measures can be taken.
NCC’s Ask Me question function and Tell Me whistleblowing function are available for all types of cases, both external and internal, allowing anonymous reporting of incidents that are perceived to be in breach of NCC’s Code of Conduct. NCC always takes action, including disciplinary action, when applicable. NCC’s employee survey also covers issues related to discrimination.
On the question of whether employees feel confident about not being subjected to discrimination, harassment or bullying, NCC had an average score of 8.8 out of 10 in 2023, which is better than the external benchmark.
Learning/Development
Access to the right skills is of the utmost importance for NCC’s continued success and growth. The ability to attract, develop and retain employees with the right skills is therefore vital. NCC offers employees continuous skills development that is tailored to the needs of the individual and the company. NCC works closely with academic institutions in the Nordic region and Europe to develop the programs. Partners include Stockholm School of Economics, Copenhagen Business School, IMD and Oxford Global Projects, which is affiliated with Oxford University.