We work every day to build a secure digital environment, so that everyone's equal rights are realised.
Respecting human rights and our principles of doing right in our own operations and within our supply chain, we can work together to create a sustainable future.
Non-discrimination, equality, good leadership, as well as occupational wellbeing and safety are important in our operations.
Elisa complies with laws and agreements, common values, principles and processes, supplemented by policies and instructions.
Elisa supports families and parents in many ways, for example with the help of a flexible working culture that gives Elisa employees the opportunity to work remotely, regardless of location.
Elisa's child-friendly working culture can be seen in many different ways, for example, in Finland:
Parental leave includes, for example, the following things in Finland:
At Elisa, we also offer work experience positions so that schoolchildren can get to know working life at safe locations, and we support students in implementing interesting thesis and dissertation topics. We also want our employees’ children to be able to get to know their parents' workplace by arranging Bring Your Child to Work Day on World Children’s Day.
We do not accept forced labour or child labour in any form. We cooperate with our suppliers to ensure that no child labour exists in our supply chain.
At Elisa, our goal is that everybody can play their part in advancing our mission: a sustainable future through digitalisation. We invite everyone to give their best.
Elisa's internationalisation continues to emphasise the importance of equity for Elisa from the perspective of employees, different customer contacts and collaboration with partners. By appreciating diversity in the world of work, we improve wellbeing at work, productivity and customer satisfaction. The experience of an equal working community strengthens the feeling of psychological safety, which promotes communication and vital innovation. Respect for one another is also an essential element of our collaboration with partners and stakeholders.
By means of common principles, we promote an inclusive community where no one is discriminated against or treated unfairly for reasons such as their race, age, religion, language or nationality, and in which everyone can equally experience participation. For us, this is not only a key effort, but also a core part of our principles and ethical standards.
In line with the Elisa Code of Conduct and the Human Rights Policy as well as the principles of equality, we treat all our employees equally and with respect in terms of recruitment, access to employment, pay, career development and termination of employment. We do not accept any form of discrimination, harassment or sexual harassment.
These principles also apply to advertising and marketing, for which we have drawn up guidelines and a process to ensure ethical behaviour. Elisa's employees and our partners have a duty to inform us of any violations of these principles.
The measures and objectives of Elisa's management of equity and equality are adopted by the Elisa HR Management Board. We gather feedback and measure our success with an employee survey twice a year.
Elisa's occupational health and safety practices are managed through supervisor work and action programs that are part of our daily operations. Development of working environment is a right and a duty for every employee. Employees are invited to participate in and influence the handling of occupational health and safety issues at their workplace. Elisa complies with the occupational health and safety legislation of each country in which it operates.
Elisa’s Human Resources (HR) department is responsible for developing occupational health services and procuring relevant services, ensuring that operations follow good occupational health and safety practices. The goal is to ensure a healthy and safe work environment and a functioning working environment, to prevent occupational diseases, and maintain and promote the work and well being of Elisa's employees. The annual action plans are prepared for occupational health services, covering all units and locations, and presenting the key objectives of occupational health services. The quality and efficiency of occupational health services are monitored continually by Elisa's HR department.
Early intervention is an essential part of Elisa’s daily and wellbeing management. It supports Elisa’s personnel strategy and business goals. Systematic, correctly timed and correctly targeted collaboration between the different sectors of health management guarantees that employees of all ages remain capable of working and increases the personnel’s value in the labour market.
Collaboration with key industry players in occupational health and safety work ensures the timeliness of best practices and guidelines. In Finland, a significant portion of our maintenance work, such as in masts, is carried out by our partners' installers. Therefore, monitoring the performance of occupational health and safety activities is an important part of the collaboration. In Estonia, maintenance work is mainly carried out by Elisa's own employees.
