Respect for the equal value and rights of all people is fundamental to Coor. Social responsibility for us is about taking responsibility as an employer and engaging in social development at a local level.
All employees should be able to work in a good and safe environment, both physically and psychosocially. Coor’s efforts to promote health and safety are based on identified risks and general legal requirements. Coor’s health and safety management is well implemented, governed by the executive management team and developed continuously through the Health & Safety Committee, which consists of the national and Group health and safety managers. The executive management team and national management teams take part in safety inspections in several different areas to identify risks. This is a very important and appreciated effort.
We strive for shared responsibility achieved by perceiving occupational health and safety as a common value. Occupational safety is a matter for me, for you and for us as a team.
At Coor, we live by a fundamental rule: “If we cannot do the work safely, we shall not do it at all.”
Systematic and ongoing work is taking place to further strengthen the safety culture within work environment and achieve established targets through training initiatives and campaigns. One example is Coor’s Life Saving Rules, which you can read more about below.
All employees are encouraged to report observed risks. Risk observations, incidents and injuries are reported directly to the relevant manager, after which a follow-up and analysis of preventive measures is conducted.
The results help us to identify operations where there is a need for training and preventive measures. The most common categories of injuries reported were falls from the same height, falls from high heights and stab/cut injuries.
Examples of initiatives
Coor will continue its training activities to raise the level of Safety culture in the company, and to establish a common view and enhanced safety culture in our day-to-day activities. We are using the Bradley Curve to make assessments, prioritize right initiatives, and follow progress.
Coor’s Life Saving Rules can be compared with a Code of Conduct for health and safety. The rules are based on the most common risks and injuries encountered in Coor’s operations and help us to understand how we should act in situations where there is a risk of injury. Coor’s Life Saving Rules address falls, work at height, falling objects, traffic situations, energy isolations, foreign substances, extreme heat and threats. When the rules are followed, serious incidents and injuries can be avoided, and lives can be saved.
Coor’s employees have a strong drive to continually improve our service delivery to the customer. Coupled with a structured innovation process, this highly developed culture of improvement makes it possible to realise identified improvements. To leverage the full potential of our employees, it is essential that everyone knows that they are seen, that they matter and that they make a difference for Coor. At Coor, we refer to our efforts to build employee engagement as Passion for People.
Every year, Coor Awards celebrates the incredible people that work at Coor. Coor Awards are presented in six categories that reflect the areas that are important to Coor and our continued success: Employee of the Year, Leader of the Year, Sale of the Year, Improvement of the Year, Environmental Hero of the Year and Guardian Angel of the Year. Candidates are put forward on all markets where Coor is active, and the final winners are announced in a formal ceremony at Coor’s annual leadership forum.
At Coor, we believe in giving something back to the societies in which we operate. Coor Society Program helps to promote sustainable development by simplifying the integration of new employees, and helping those who need assistance and support. To realise this objective, each country runs its own initiatives through local networks. Some of the ongoing projects include: language courses for employees who have recently arrived in the country, opportunities for Coor employees to participate in further education courses alongside their work, mentorship for entrepreneurs in suburban areas, help to join the labour force for the long-term unemployed and help with homework for children and young people in deprived neighbourhoods.
Coor seeks to ensure responsibility in all stages of our value chain. Our stakeholder groups must be confident that the goods and services Coor supplies originate from value chains that safeguard human and labour rights.
The report published on this website is Coor's description of our work with human and labour rights. Through this report, we want to be transparent and give all our stakeholders an insight into our operations and our commitment to sustainability, social responsibility and ethical business practices. Through this report, we hope to give you a deeper understanding of our company's values, principles and efforts to contribute to a sustainable future. We are proud of the efforts we are making for transparency and accountability, and we hope that this report will be useful to you as a stakeholder.
This specific report is published at the end of the first half of 2024 and is part of Coor's ambition for increased transparency and preparation for increasing reporting requirements. Parts of the content will be included in the group's annual report to describe progress and the need for a separate report in the future will be evaluated.
Respect for the equal value and rights of all people is fundamental to Coor.
Coor is a diverse and inclusive company, and we strive to become even more committed to these values – for our employees, our customers and for society at large.
