Empowering people

• Engaged and curious employees
• Diversity and inclusion
• Developmental leadership
• Continuous learning

The Group-wide People Policy is the framework for employee issues and lays the foundations for a corporate culture characterised by care. The policy is in line with the UN’s Sustainable Development Goals for Decent Work, Economic Growth and Gender Equality and states that all employees should support and respect the UN’s Universal Declaration of Human Rights. Based on the Group’s People Policy, each business unit has the option to adapt its policy work based on its own operations.

Equality and diversity

All of Stena’s business units have the longterm goal of achieving gender-equal boards and management teams. Both genders shall be represented in recruitment and succession planning. To support this goal, the Group actively works on gender equality, including through a network for female managers.

Diversity contributes to creativity and innovation in the workplace. The Group’s Diversity & Inclusion Council is responsible for continuously spotlighting the topic in all business units. The initiatives taking place in the business units are reported to the Diversity & Inclusion Council. The goal is for each business unit to undertake three activities a year. In 2024, all of the business units achieved the goal.

Skill development

Stena aims to be an employer that promotes continuous learning and development. Around SEK 170 million is invested in training initiatives every year. These are delivered both in the respective countries and centrally. This means that Stena can offer a variety of training courses aimed at different professional categories, as well as training in generic skills such as AI, leadership and facilitation. Stena AB also provides training in psychological safety and inclusion. The Learning at Stena training portal provides inspiration for continuous learning and the opportunity to sign up for training courses.

Employee survey

Stena Pulse is Stena’s annual employee survey. The survey is designed in a way that enables benchmarking against a large number of companies in different industries. The results are managed at department level, where responsibility for developing improvement measures and action plans also lies. The work on action plans is followed up at Group level.

Stena Pulse – it starts with you

The results of the 2024 employee survey show an improved performance for all indices and at levels well above the benchmark. The response rate also improved further to 89 per cent from 86 per cent in the previous year. It is worth noting that there was a significant increase in the eNPS³, which measures employer branding and loyalty, indicating a strong brand and high level of attractiveness. The question that has the strongest correlation with a high eNPS is whether people feel they have worked on results as a team. The proportion of registered action plans rose from 56 per cent in 2023 to 66 per cent in 2024. The fact that Stena’s brand is becoming stronger is also noticeable in that Stena is now on the list of the 100 most attractive employers among young academics in Sweden.

All business units annually analyse and report their risks to Stena AB. Below is a summary of the business unit’s most significant risks in the area of People.