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.
Responsible employer and equality:
Sustainable supply chain:
Accessibility:
We employ thousands of professionals in Finland and internationally. Our success now and in the future is based on our continuous learning and our skilled and adaptable employees.
For several years already, we have been developing our facilities, working culture and work equipment to support safe and equal wellbeing at work in both physical and virtual working environments.
Elisa’s management principles are based on coaching, having clear goals and shared values. Coaching leadership, regular learning discussions and jointly agreed goals allow Elisa employees to freely choose the working methods and places that suit them and their work best.
At Elisa, we are committed to providing a working environment that encourages everyone to learn, share their ideas and develop their work. It’s important for us that everybody can be their true selves and feel that they are being listened to for themselves. Discrimination, bullying and harassment are prohibited.
Elisa Corporation also has one of Finland’s best relocation programmes in cases where positions need to be rearranged.
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:
• Supporting parents and caregivers when their child is ill by giving them the opportunity to take time off to care for their child
• Supporting families by extending Elisa’s occupational health cover to include specific medical services for children
• Where appropriate and possible, organising work tasks in a flexible way, taking the child's best interests into account
• Offering parents parental leave with partial pay
• Offering Elisa employees the possibility of family care leave to arrange personal help or support for a close relative
Parental leave includes, for example, the following things in Finland:
• Families can take a total of 320 working days of parental leave. If the child has two parents, this leave is divided equally between the parents, i.e. both have 160 weekdays available.
• Pregnant employees receive an additional 40 days of pregnancy allowance before going on parental leave.
• Employees can agree to transfer up to 63 working days of their parental leave to the other parent.
• Parental leave can also be taken part-time, by agreement.
• Parental leave can be allocated flexibly until the child turns two years old and childcare leave until the child turns three.
• Partial care leave (reduced weekly working hours) can be taken even until the end of the child’s second year at school.
Occupational health care services are available to employees during the entire period of family leave.
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.
Elisa's internal operating instructions cover proactive occupational wellbeing, safety training, as well as instructions for what to do in the event of anomalies and threats, and safety risk management. Our employees and subcontractors have the right to work in a healthy and safe working environment. They are obligated to take responsibility for the development of the working community.
Elisa's occupational health and safety system includes occupational health care, job entry and health examinations, eye examinations, vaccinations, reimbursement for physiotherapy, and rehabilitation. In Finland, we offer high-quality healthcare with services considerably in excess of the statutory requirements. We also provide sports and leisure activities to support wellbeing at work in Finland.
Elisa’s HR department is responsible for development of wellbeing and health and safety operations, as well as appropriate training for Elisa employees. The facilities services unit and the IT department are responsible for working conditions.
The working environment committee, which has representatives of employees, the employer and occupational health, meets regularly and coordinates occupational health and safety work. The committee takes care of the measures under the occupational health and safety (OHS) programme, including monitoring working conditions and conducting risk assessments.
Daily management by coaching is a key contributor to ensuring employee wellbeing and occupational health and safety. Modern ways of working impose special requirements for management. Measures to avoid employee burnout or work-related stress, as well as ways to ensure work motivation and social networks, are focus areas for the management.
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.
We also act responsibly in business or organisational changes that affect employees. It is important that employees are invited to actively and collaboratively participate in the change process. This operating model clearly exceeds the requirements of the Act on Cooperation within Undertakings in Finland.
We have helped to establish industry-level collaboration with all key players in the OHS field to improve common industry procedures and safety guidelines. In Finland, a major part of the maintenance work in our telecommunication networks, like mast maintenance work, is carried out by our subcontractors' assemblers. For us, regular performance management and follow-up in OHS is an important part of our collaboration with subcontractors. In Estonia, the maintenance is mainly done by our own employees.
Elisa serves more than 2.8 million diverse consumer, corporate and public administration organisation customers in Finland, Estonia and internationally. Customer orientation is one of our guiding values, and customer satisfaction is an important factor steering our operations, as is understanding their needs.
An in-depth understanding of the needs of our diverse customer base is a prerequisite for developing our services and for achieving equality in changing circumstances. Changes in society impose special requirements on services, products and communication at the customer interface. These changes include the multiculturalism that follows from internationalisation, the aging population, the requirements of sustainable development, and the faster renewal cycle of media and communication services brought about by digitalisation.
Elisa is committed to net neutrality and providing all services without any discrimination.
Safe data management and data protection are significant parts of the customer care we provide. More at elisa.com/dataprotection.
In our marketing, we follow the law, the rules of the sector and good practices. The Finnish Competition and Consumer Authority supervises and provides guidelines for marketing in the industry. Our customers have the right to opt out of direct marketing. Our Marketing unit handles our marketing activities.
In our telephone marketing, we apply the Consumer Protection Act, the Personal Data Act and certain other special laws, as well as guidelines and regulations from the authorities. Elisa’s subsidiary Enia is responsible for Elisa’s telephone sales service. Its quality monitoring ensures compliance with the agreed rules.
Our customer support pages give guidance and support. The Elisa OmaYhteisö community provides answers to questions about our products and services. Elisa is also active on social media.
Including everybody in digitalisation in society is of vital importance for us.
Our goal is to design services according to the needs of our customers facing the biggest challenges so that our services are definitely accessible to everyone (Design for All).
We also work continuously to develop our online services to ensure an equal service experience, accessibility and ease of use. We collect targeted feedback on this development work, e.g. from senior citizens and people with visual impairments.
The feedback is analysed and utilised in development plans and business operations.
We work closely with suppliers and subcontractors to improve accountability throughout the supply chain. The risks in our supply chain include, in particular, child labour, poor working conditions, forced labour, security breaches, emissions from product manufacturing, poor waste treatment and corruption. We identify and mitigate these risks through audits.