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Sustainability

All of us contribute to the solution!

StrongPoint defines sustainability as conducting business in an ethical manner that benefits society, shareholders, and its employees while also empowering and preserving the environment for future generations. For additional information, see StrongPoint’s most recent Sustainability Report, which is included in our 2023 annual report.

United Nations Sustainable Development Goals (SDGs)

StrongPoint is in support of the Sustainable Development Goals of the UN. We have upheld our duty to empower retailers by encouraging sustainable development because we view our business operations as linked with our commitment to society.

In order to achieve sustainable development on a global scale, the United Nations created the 2030 Agenda for Sustainable Development (SDGs) in 2015 as a plan of action for people, planet, and prosperity. Eight of the 17 SDGs have been found to most closely align with StrongPoint’s operations. The selection of SDGs by the organisation is predicated on an evaluation of each SDG’s fundamental goals and how they relate to the material topics highlighted by StrongPoint.

The key elements of our sustainability work

These are the key areas which StrongPoint focus on.

1. Business ethics and integrity

2. Working environment

3. Climate and environment

4. Compliance, Policies and Reports (Governance)

5. Privacy and information security (GDPR)

1. Business ethics and integrity

We strive to continuously enhance our strategy and concentrate on ethical business practices in all of our marketplaces. We approach risks methodically and strive to maximise our company’s beneficial social, environmental, and economic effects while adhering to international standards and our operational expertise.

StrongPoint’s Code of Conduct, which is owned and approved by the Board and signed and accepted by every employee, makes plain the company’s dedication to honesty and openness.

Anti-corruption

  • Value creation at StrongPoint must be achieved in compliance with the Group’s Code of Conduct and applicable legislation.​
  • The Group’s overarching goal is to develop a corporate culture characterised by good judgment and the ability to deal with difficult situations. StrongPoint has zero tolerance for corruption, price-fixing agreements, market sharing or other practices that hamper free competition.​
  • StrongPoint requires its suppliers to have zero tolerance for corruption. Suppliers are monitored on the basis of a risk assessment.​
  • StrongPoint evaluates the possibility of getting entangled in violations of anti-corruption and competition laws as part of the Group’s due diligence processes in relation to acquisitions and significant investments.
  • Our guiding values as follows:​
    Neither active corruption (attempting to bribe others) nor passive corruption (letting oneself be bribed) are tolerated by StrongPoint.
  • Any demands for ‘facilitation payments’, i.e. payment of small amounts to civil servants, for example, in order to have routine services carried out, must be rejected firmly and clearly.​
  • Gifts must be made openly. They must not be made in the form of cash, must have a clear, legitimate basis in local business relationships and must have a minimal cash value.​
  • Expenses relating to travel, meals and events paid for customers or other persons must be clearly justified by business considerations, must be reasonable and well documented and must be paid openly.​
  • StrongPoint does not tolerate acts of corruption carried out by its agents or representatives. Agents and other representatives acting on behalf of StrongPoint must comply with the same anti-corruption standards as StrongPoint.​
  • StrongPoint companies must not make financial contributions to political campaigns or the like unless specifically authorised to do so by StrongPoint ASA.​

2. Working environment

Human rights

  • We at StrongPoint aspire to promote an inclusive and respectful culture because we firmly believe in the worth of human life and dignity. Our goal is to create a positive work environment for our staff by fostering diversity, talent, and teamwork.​
  • We uphold universal human rights and will conduct our business responsibly to prevent involvement in human rights abuses and mitigate any adverse effects.The Universal Declaration of Human Rights1 (1948), the two international covenants on civil and political rights (1966) and economic, social, and cultural rights (1966), as well as the fundamental principles of the International Labour Organization (ILO), are defined by StrongPoint as human rights
  • In order to detect and evaluate possible adverse (negative) human rights consequences connected to our operations, supply chains, and other business ties, as well as to stop, prevent, or lessen such impacts, human rights due diligence entails performing risk assessments. We will take the necessary steps to provide remedies, or to stop or reverse the detrimental impacts, if we discover that we have caused or contributed to them.​
  • The activities carried out to detect and remedy actual or prospective negative consequences will be reported through StrongPoint’s Annual Report.
  • Freedom of thought, opinion and expression ​
  • In our interactions with external stakeholders as well as within our own organisation, we value candid, fact-based, courteous, and transparent communication. We’ll aim to create a workplace where staff members may voice their opinions without worrying about reprisals.
  • The right of life ​
  • We shall take every precaution to ensure the health and safety of our workers, clients, and any people connected to our company. Every one of our businesses will aspire to the goal of causing no harm to people and make a concerted effort to establish secure, wholesome, and appealing work environments.

The rights of liberty, security and privacy ​

  • In order to demonstrate appropriate respect for the privacy of our employees, clients, and other people, our businesses will implement stringent policies for employee monitoring and privacy invasion. A business must only monitor specific processes as allowed by law if it feels the need to do so.
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  • Consultation and employee involvement ​
  • We believe that effective internal communication and collaboration between management and staff are essential to both the success of the business and the welfare of its workers.

Health, safety and people security

  • StrongPoint’s commitment to raising standards for our employees and across our supply chains means putting health, safety and security at the top of our agenda. ​
  • Overall ambition:​
  • The safety and wellbeing of StrongPoint employees, customers and suppliers is our priority. We want everyone to go home safely.​
  • We focus on identifying, eliminating and managing work-related hazards and risks and aim to be among the leaders in our industry within this area. Our ambition is that health, safety and well-being are fully embedded in our business. ​
  • Our focus going forward:​
  1. No significant incidents and no fatalities.
  2. Improving all workers’, including leaders’, proficiency in health and safety​.
  3. Improving the health and safety reporting with focus on near misses and observations​.
  4. Enhancing health and safety reporting by emphasising observations and near-misses.
  5. NPS score of employees in the top quartile of similar sectors.

Diversity and inclusiveness

  • StrongPoint is an equal opportunity employer, and diversity and inclusion are imperative to the way StrongPoint does business. ​
  • StrongPoint follows EU Article 141 EC, the EU Directive on Equal Pay for Men and Women, the EU Pregnant Workers Directive, the EU Parental Leave Directive, the EU Directive on Equal Treatment of Men and Women in Employment, the EU Recast Directive (76/207). ​
  • Discrimination is against StrongPoint’s Code of Conduct, and the company has a zero tolerance for discrimination whether this is based on race, colour, gender, sexual orientation, age, disability, language, religion, employee representation, political or other opinions, national or social origin, property, birth or any other basis prohibited by law. The company does not tolerate harassment or degrading treatments in any form by or towards employees. 

Recruitment policy​

  • Our Purpose and Values is a framework that act as a guide for all behaviour and decisionmaking in StrongPoint, and thus be the foundation of the corporate culture and our recruitment process.​
  • The recruitment process in StrongPoint shall be transparent, non-discriminatory and in alignment with the Codes of Conduct. Recruitment standards shall support StrongPoint’s reputation as an attractive employer. ​
  • The selection process of the job candidates shall be in accordance with local laws and shall aim to secure diversity. Candidates shall be selected based on experience and competencies, and a match with our StrongPoint values. ​
  • The exit process used by the BU’s shall be in line with relevant laws, be nondiscriminatory and in alignment with the Code of Conduct. Feedback from leavers should be recorded, aggregated and analysed.