Employee Care

Strategic target: Zero accidents

Cramo offers safe, stimulating workplaces for all our employees, where men and women of different ages and backgrounds have the same opportunities for development. We aspire to provide a stimulating environment for professional and personal development. A systematic and preventative approach to safety should always be the highest priority.

– from the Cramo Care Policy

Employee Care
Topics Key performance indicator Target Outcome 2019 Outcome 2018 Outcome 2017 Outcome 2016 Status1
Health and safety LTIR (Number of work-related accidents with at least one full day absence/million working hours) 0 by 2023 9.7 8.82 9.9 13.7  
  Share of operations covered by ISO 45001 or similar (relative to sales) All operations covered by ISO 45001 or similar by 2023 64% 61% 63% 60%  
Diversity and equality Number of legal proceedings (discrimination and sexual harassment) 0 legal proceedings 0 13 0 0  
  Share of female employees within the operational organisation (administrative HQ functions excluded) 15% by 2023 11% 11% 10% 11%  
  Share of female managers 20% by 2023 17% 16% 14% 12%  


1  CRAMO Joo nappula Taulukko On-going – excellent progress or target achieved     CRAMO Vaiheessa nappula Taulukko On-going – on track     CRAMO Ei nappula Taulukko On-going – not on track
2 The result from 2018 is adjusted from 9.5 to 8.8 due to adjusted numbers of working hours
3 In 2018, there was one case of sexual harassment reported in Cramo’s operations. The case was investigated by the company, which took actions, and was also heard in a court of law. The company was not a party in the legal proceeding

We have successfully implemented the ISO 45001 Occupational Health and Safety Management System or the like in Finland, Sweden and Estonia. Our aim is certification in all Cramo markets.

Our people promise

Cramo’s people promise, “We are Shapers”, emphasises our decision to focus on our employees and demonstrates our belief that they are one of the main sources of our future success and continuous growth. The people promise clarifies what people can expect from their journey as an employee at Cramo. Collaborating, sharing knowledge, supporting and helping each other as well as being open-minded and innovative are valued traits that are encouraged.

In addition, all employees are actively offered various opportunities for development and for shaping their own career. Cramo Development is our framework for our employees to grow and develop throughout their entire lifecycle at Cramo. The framework defines the kind of behaviour and professional know-how that are expected of employees at different levels. The expectations are based on Cramo’s common values and our strategy. The framework supports and guides our employees in their personal and professional growth in a clear, inspiring manner throughout their time at Cramo.

Shaper Award

The Shaper Award is our concept for awarding employees who have shown that they are true Shapers. A Shaper is a person who lives and acts according to, or even above, what is expected of employees and leaders in our company; a Shaper is a good role model for Cramo.

In 2019, a new approach with a stronger focus on our core values and a broader scope of nominated employees was added to the Shaper Award. Among almost 90 nominations, three winners were announced and awarded with an educational grant. 

Occupational health and safety

At all times and throughout the Cramo Group, priority is given to systematic and precautionary safety work, including risk assessment and identification of potential hazards.

Managers at all levels play a key role in implementing systematic and precautionary safety work. During 2019, Cramo provided two days of training for all managers and safety representatives in Sweden; the training included theoretical aspects as well as practical cases from the operations. The aim has been to increase knowledge and awareness, in accordance with the strategic target of zero accidents.

In May, Cramo arranged the very first Health, Safety and Environment (HSE) week in Norway. The overall aim was to further strengthen a common safety culture and to ensure that employees and other stakeholders experience Cramo as a safe and healthy workplace. The week was filled with different activities, ranging from seminars and team building events to healthy food and friendly competitions among the depots. HSE week was an instant success.

In 2019, the lost time injury rate (LTIR) increased to 9.7 (8.8 in 2018). The absentee rate increased to 4.4% (4.3% in 2018) and the lost day rate decreased to 0.12% (0.22% in 2018). The decrease in lost day rate indicates less severe accidents in 2019 than in 2018.

Cramo Care manager meeting with focus on occupational health and safety

In May, we held a two-day meeting for Cramo Care managers together with local health and safety specialists. The aim was to further develop our common occupational health and safety platform, taking into consideration both internal and external stakeholder expectations.

Cramo Care managers play a key role in implementing our sustainability strategy. Regular meetings, both physical and online, on different subjects establish a solid platform for sharing knowledge and learning from each other’s experiences.

Diversity and equal opportunities

A corporate culture based on diversity contributes to the positive future development of Cramo. We want to offer men and women of different ages and backgrounds similar development opportunities. This is stated in our diversity policy, which has Group-wide application.

The share of female employees in the operational organisation was 11% by the end of the year (11% in 2018) and the share of female managers was 17% (16% in 2018).

Different experiences and educational backgrounds are seen as strengths, and all forms of discrimination are to be counteracted. In 2019, there were no cases of sexual harassment or discrimination reported in Cramo’s operations.

Decentralisation of HR development

In 2019, a decision was made to decentralise HR development. With this change, the HR development function that was part of the Cramo Group Management structure since 2016 was removed during the year, and HR development is now handled by local HR managers. The decision enables a more effective management of personnel issues to better meet local needs and priorities.


In 2020, our strong focus on health and safety and on gender equality will continue. We will continue the work to establish and implement common Group policies, targets and processes with a focus on occupational health and safety.

Number of employees at end of period: 2,690

Diversity - Gender 2019 (2018)

Diversity - Age group 2019 (2018)

Employee contracts 2019 (2018)

Personnel by segment¹ 2019 (2018)

1 Cramo's three business segments: Scandinavia (Sweden, Norway), Finland and Eastern Europe (Finland, Estonia, Lithuania, Poland) and Central Europe (Germany, Austria, Hungary, Czech Republic, Slovakia)

Employees covered by collective bargaining agreements in 2019


(61% in 2018)

Employee turnover rate in 2019


(19% in 2018)

Rate of new employee hires in 2019


(21% in 2018)

Employees covered by an occupational health and safety management system


98% of employees

Employee turnover
  2019 2018
Total 518 486
Men 428 403
Women 90 83
-23 27 36
24-35 186 160
36-45 146 124
46-59 127 117
60- 32 49


New employees
  2019 2018
Total 560 550
Men 439 449
Women 121 101
-23 57 60
24-35 257 266
36-45 134 124
46-59 104 90
60- 8 10


Employees in the operational organisation 2019 (2018)

Managers 2019 (2018)

Group management by gender and age

Board of Directors 2019 (2018) 

Group Management 2019 (2018)

Board of Directors - Age 2019 (2018)

Group Management - Age 2019 (2018)

Health and safety
  Total Scandinavia Finland and Eastern Europe Central Europe Group Functions
Absentee rate1 4.4% 4.4% 3.7% 5.9% 2.1%
- men 4.1% 4.3% 3.6% 5.1% 1.0%
- women 5.7% 4.7% 4.3% 9.4% 3.9%
Lost time injury rate2 9.7 8.1 8.0 16.3 0
- men 11.5 9.6 9.4 19.7 0
- women 0 0 0 0 0
Lost day rate3 0.12% 0.08% 0.2% 0.12% 0%
- men 0.15% 0.09% 0.24% 0.15% 0%
- women 0% 0% 0% 0% 0%


1 Total number of absentee days/total number of scheduled workdays
2 Number of work-related accidents with at least one full day absence/million working hours
3 Absentee days due to occupational accidents/total number of scheduled workdays