NWG // SUSTAINABILITY REPORT
safety could reduce regional disparities and foster a more cohesive corporate culture.
Policies and guidelines related to the own workforce As a decentralized organization, New Wave Group’ s core values serve as a shared foundation( see more on page 11). A key employee-related value is encouraging initiative and learning from mistakes, reflecting a culture of entrepreneurship, self-leadership, and significant personal responsibility for time and development.
Furthermore, group-wide policies such as the Corporate Governance Policy, Information Policy, and Anti-Corruption Policy set the framework for the Group’ s values, business approach, and perspective on human rights.
Processes for engaging with own workforce At the Group level, communication with subsidiaries and employees primarily occurs via email and intranet and focuses on group-wide guidelines and policies. The managing director of each subsidiary holds primary responsibility for communication with employees and addressing actual and potential impacts on the workforce. Employees are encouraged to actively participate in dialogues and propose improvements. An inclusive culture where everyone feels heard and involved is central. Direct dialogue with employees primarily occurs through:
# Internal communication. Subsidiaries continuously share updates relevant to the workforce via internal channels such as newsletters, intranet, and digital platforms.
# Regular staff meetings. Subsidiaries conduct regular information meetings addressing important workforce-related issues, including workplace environment.
# Individual performance reviews. All employees have annual one-to-one meetings with their immediate supervisors regarding matters such as their work situation and skill development.
Processes to remediate negative impacts and channels to raise concerns New Wave Group strives to operate ethically, with high standards of honesty and responsibility. The company seeks to foster a business culture where everyone feels secure and is encouraged to act against and report misconduct.
Each subsidiary’ s managing director is responsible for implementing statutory responsibilities and the Group’ s policies related to the own workforce and taking necessary actions to address identified negative impacts.
To enable employees, shareholders, consultants, suppliers, and other stakeholders to report misconduct securely and anonymously, the company has a whistleblowing function. Learn more at https:// www. nwg. se / en / investor-relations / corporate-governance / whistleblowing /.
Actions on handling impacts, risks, and opportunities Risk assessments and action plans tailored to specific operations( e. g., offices, warehouses, manufacturing) are carried out for workplace environment and health. The responsibility for regular evaluations, career development, and training lies with each subsidiary’ s managing director.
New Wave Group’ s decentralized organization and global operations present both challenges and opportunities for managing workforce impacts and risks. By prioritizing equality, standardized conditions across subsidiaries, and safety standards, the company can minimize risks and strengthen its position as an attractive employer in a sustainable and global context.
To address rapid changes and new skill requirements, training, professional development, and knowledge-sharing across subsidiaries are essential. New Wave Group regularly conducts training programs and meetings to exchange expertise on specific tasks and knowledge areas within the group.
Targets related to own workforce New Wave Group’ s main goals related to its workforce are:
# To work towards an equal, diverse, and inclusive workplace.
# To minimize differences in working conditions across regions and ensure fair treatment of all employees.
# To conduct annual training and development programs for 100 % of employees, including leadership training and capacity-building initiatives in digitalization and sustainability.
ANNUAL REPORT // 077