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.
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 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.
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.
Our aim is
to design services based on the needs of our customers. We ensure excellence in
customer encounters by regularly inviting our customers to meet our service
designers and to test our current and future digital services. To meet the
needs of our increasingly multicultural customers, we aim to develop our
services in different languages and with clear and easy-to-understand language.
Online
services are increasingly used with mobile devices. To ensure the best user
experience, all Elisa's services are designed first for small screens, and
after that, to be responsive on larger ones.
We develop
our services to become even more accessible through e.g. by collecting targeted feedback on service development work for example from senior citizens and
people with visual impairments.
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.