Raising Concerns

Our speak-up culture and no-retaliation policy 

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We promote a “speak-up” culture at Skanska that encourages us to raise our questions and concerns without the fear of retaliation.

This means that we:

  • Speak our minds respectfully without fear of retaliation or embarrassment
  • Stand up for colleagues who may be experiencing retaliation, bullying, harassment or other conduct that does not align with our company values
  • Avoid any conduct that might be retaliatory, being careful not to treat someone who has reported misconduct any differently
  • Report any suspected retaliation as potential misconduct

This means that our managers must:

  • Create a work environment that encourages an open dialogue
  • Ensure that reports of suspected or known misconduct are adequately addressed
  • Handle all concerns in a fair and unbiased manner

Our No-Retaliation policy

We want everyone to feel comfortable raising concerns without worrying about a negative reaction. Skanska does not tolerate any form of retaliation against an employee for making a good-faith report of suspected misconduct. “Good faith” means that, to the best of your knowledge and belief, everything you report is true and that you report everything you know. Retaliation can take many forms; some examples of retaliation in the workplace are termination, demotion, poor performance review, change of job duties, transfer of position or location, or reduced salary.

Any employee who engages in retaliation will be subject to disciplinary action. If you know or suspect that you or someone else has experienced retaliation, you should report it as suspected misconduct.

Examples of retaliation

These actions should never be used as a punishment for reporting a legitimate concern:

  • Suspension, lay-off, dismissal or equivalent measures

  • Demotion or withholding of promotion

  • Transfer of duties

  • Change in work location

  • Withholding of salary increase or bonus payment

  • Change in working hours

  • Negative performance assessment or employment reference

  • Coercion, intimidation, harassment or ostracism

  • Discrimination, disadvantageous or unfair treatment, failure to make a temporary contract permanent

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