Career and leadership

Structured recruitment process 

Gränges strives to offer good working conditions and interesting career development opportunities to attract, develop and retain talented people. The company runs a structured recruitment process to ensure the company hires competent and skilled employees. In the recruitment process, all else being equal, individuals from underrepresented groups are given recruitment priority to promote a diverse workforce. 

Competence development opportunities 

Competence development is an important area to the success of Gränges. The company runs a structured performance management process including training and personal development. All employees, excluding those working in Gränges Konin, have annual performance and development discussions as well as compensation reviews. Gränges Konin has an ambition to introduce annual performance and development discussions from 2022, starting with white-collar employees. To ensure efficient and continuous competence development, talent management, and succession planning, all employees should also have an individual development plan. 

Gränges strongly encourages employees at all levels to participate in job-related training and development activities to enhance skills and grow as professionals. The company conducts competence development and leadership training in line with regional needs and works actively to provide career and leadership opportunities for employees with the aim to fill every second management position job opening with internal candidates. 

In 2021, Gränges’ employees conducted the global trainings in the Code of Conduct, anti-corruption (only white-collar employees) as well as information security. In Gränges Konin, classroom trainings for blue-collar employees were cancelled in mid-December due to COVID-19 restrictions. Instead, printed training materials was distributed and individual training was conducted. Gränges Americas conducted leadership training at all locations and Gränges Asia completed internal Environmental, Health and Safety (EHS) training and quality training for line operators. 

During the year, Gränges also initiated a more structured approach to collect data for training hours, which will provide a good understanding of the baseline within the organization.