Design: Same here as on the main page for sustainability, maybe the first paragraph should be highlighted somehow to not make it a wall of text?

Highlighted: People are at the core of our operations, making a safe, fair, and inclusive workplace a top priority.

Logistics is a long value chain, with many people involved. Some of these are employed by Instabee, others are our partners that we collaborate with. Regardless of employer, it is essential that everyone in our value chain has fair working conditions in accordance with local regulations.This includes a safe workplace, fair working conditions and everybody feeling welcomed and included.

Safe Workplace — Physically and Psychologically

It says itself that everyone has the right to feel safe at work. Both driving around on the roads and the terminal environment do pose some physical risks, and the work to identify risks and proactively mitigating these is therefore critical. We leverage software at all our terminals that helps us register, measure, follow up on, and analyse health, safety, and environmental incidents. We also have a dedicated security representative at each location that holds regular meetings with staff to reinforce safety routines and conducts weekly security rounds.

[Maybe add LTIFR figures here…]

Physical safety we also value very highly. We do a regular survey to achieve a pulse check with all our employees at offices and terminals. The survey provides both micro-level insights into individual teams and managers and macro-level perspectives on the broader organisational environment and trigger discussions about working conditions or collaboration that might otherwise not come up. The results are shared and followed up by the board and leadership group, as well as with each team.  

[Idea: Should we do a box here with a picture of Joakim at Örebro terminal and a quote on how he works with Eletive?]

A critical part of our safety work is also our whistleblowing program that allows

all employees to report misconduct confidentially. All reports received through this channel are thoroughly investigated, and appropriate actions are taken.

Fair Conditions

For the drivers and/or terminal staff whom we directly employ, we have Collective Bargaining Agreements in place in Sweden and Finland, and for drivers in Denmark. To meet the needs of our business, we also collaborate with several courier partners and staffing agencies, who, in turn, employ drivers and terminal workers. Many courier companies are small businesses, which may mean they lack the higher level of established processes and

policies. Consequently, that makes it more challenging for us to gain transparent insights into the working conditions and well-being of their employees compared to our own operations.

We therefore have several mechanisms in place to ensure good working conditions. From the outset of any partnership, potential courier partners are required to sign and comply with our Business Partner Code of Conduct. The compliance with the Code of Conduct, and with applicable regulations, is then followed up in annual audits. 

Diversity & Inclusion

We aim to structurally embed diversity and inclusion into our company culture, with all perspectives and experiences included. This should include all processes,

whether about salary reviews, internal mobility, performance reviews or recruitment. We apply this through tracking our internal equity as part of our assessments to ensure we are a workplace with a strong focus on equality

[Add box: Gender pay gap 3%]

Cases → Change to: Examples of what we do

Design: Can we make these with a different design? Maybe photos that you hover over to see the text? 

Turning Potential into Opportunity with Placera och Träna

Since 2020, we have been part of i.e.: ‘Placera och Träna’, a program developed by Stockholm Stad. It helps people who have been unemployed for a long time get back into the workforce by providing training and real job opportunities. 

Twice a year—before summer and ahead of the peak season—we welcome groups of participants to try out the job for 5 weeks. This allows them to develop employability for the role, and for us to assess their fit within our team. Those who show great potential and are a good match for the job are offered a permanent position.

For us this is a win-win. By giving people the right support and training, we are helping them find stable jobs. At the same time, we are strengthening our own team with strong individuals contributing to our operations. Site manager in Bromma Daniel Reteike says: “Having motivated people with the right energy and willingness to learn is incredibly valuable for our operations—we do not need someone with a master’s in chemistry, we need someone who wants to grow and contribute. What moves me the most is seeing someone who has been excluded from the job market find a real place, with colleagues, routines, and a sense of belonging—it is truly powerful.” 

And the results speak for themselves. Since we started, we have had around more than 200 participants, and about 70% have gone on to get jobs. Today, nearly 60% of our permanent terminal workers in Bromma started with Placera och Träna. This program has become an important part of how we create opportunities and build a stronger, more inclusive workplace. 

Hans Jonsson and Niklas Andersson from ‘Placera och Träna’, Stockholm stad summarize: “Five years of partnership with Instabee—turning social responsibility into development of employability

Training For Terminal Workers

Up-skilling our employees and couriers is essential for safety and operations, but it also plays a key role in job satisfaction. When terminal workers and drivers start working for us, whether employed by Instabee or a courier partner, they do an onboarding training on core processes in sorting and delivery. With a larger share of employees now completing structured training, the confidence of the team is improved. The new training also promotes consistency across all markets, aligning employees with our processes and reducing errors. 

The response is overwhelmingly positive, with high completion rates and encouraging feedback. Employees have described the training as valuable and practical, with one participant saying, “I have learned a lot!” and another noting, “It was a great course—it really helped me understand what to do in different situations.”

[Something with couriers - let’s discuss here Ulrika!]