2011 Communication on Progress Liseberg, Sweden

Participant
Published
  • 01-Jul-2011
Time period
  • April 2010  –  July 2011
Format
  • Stand alone document – Basic COP Template
Differentiation Level
  • This COP qualifies for the Global Compact Active level
Self-assessment
  • Includes a CEO statement of continued support for the UN Global Compact and its ten principles
  • Description of actions or relevant policies related to Human Rights
  • Description of actions or relevant policies related to Labour
  • Description of actions or relevant policies related to Environment
  • Description of actions or relevant policies related to Anti-Corruption
  • Includes a measurement of outcomes
 
  • Statement of continued support by the Chief Executive Officer
  • Statement of the company's chief executive (CEO or equivalent) expressing continued support for the Global Compact and renewing the company's ongoing commitment to the initiative and its principles.

  • Statement by the CEO:

    I am pleased to confirm that Liseberg will give its ongoing support for the UN Global Compact and we will thereto also show our commitment to the initiative. We will work further with the introduction of the Principles in our daily business and we will make them a natural part of our core values.

    Since Liseberg is one of the largest amusement parks in Europe and we meet millions of people in our mission every year we do have a great possibility to show our responsibility and commitment to human rights, labor and environment.

    Andreas Andersen, CEO Liseberg AB

Human Rights
  • Assessment, policy and goals
  • Description of the relevance of human rights for the company (i.e. human rights risk-assessment). Description of policies, public commitments and company goals on Human Rights.

  • All work in the area of human rights at Liseberg, is built on the principle of equal dignity. Any form of discrimination and victimization are completely unacceptable. We have adopted policies that support our work on human rights, security and work environment, such as the Diversity Policy and Code of Conduct.

  • Implementation
  • Description of concrete actions to implement Human Rights policies, address Human Rights risks and respond to Human Rights violations.

  • Concrete actions are documented in the Diversity Plan of Liseberg. Some examples of what we have implemented: The attractions we have built and installed can be accessible for all our guests including those with disabilities. Guests with disabilities have free entrance to our concerts as well as their escorts. Liseberg's Clothing Policy includes that headwear and long sleeved shirt can be worn in accordance with the employee's religious views. Liseberg has employees with disabilities among both the permanent and seasonal staff. We have conducted training in diversity, equality issues and victimization and we also work closely with the City of Gothenburg in Human Rights issues.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • No answer provided.
Labour
  • Assessment, policy and goals
  • Description of the relevance of labour rights for the company (i.e. labour rights-related risks and opportunities). Description of written policies, public commitments and company goals on labour rights.

  • Several documents guide our actions for Labour e.g. Health and Safety Policy, Code of Conduct, Alcohol and Drug Policy. In accordance with the policies there are related targets to be achieved during a specified period.

  • Implementation
  • Description of concrete actions taken by the company to implement labour policies, address labour risks and respond to labour violations.

  • In Sweden it is a legal right to organize in associations and at Liseberg we have signed collective agreements with all our employees. We conduct risk analyses to find out where our health and safety can jeopardizes in order to rectify and improve the work situation.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates performance.

  • Through the NMI-index (Employee Satisfaction Index) and Health-index we measure staff satisfaction.

Environment
  • Assessment, policy and goals
  • Description of the relevance of environmental protection for the company (i.e. environmental risks and opportunities). Description of policies, public commitments and company goals on environmental protection.

  • Liseberg is certified with the City of Gothenburg's Environmental Diploma and we have an environmental management system including an environmental policy in place.

  • Implementation
  • Description of concrete actions to implement environmental policies, address environmental risks and respond to environmental incidents.

  • Priority areas we have been working with for 2010/11 are:
    * Staff knowledge and awareness.
    * Energy. Energy efficiency.
    * Chemicals. The number of chemicals should be reduced to a minimum and chemicals with least possible environmental impact should be used.
    * Resource use and waste. Minimize wastes and increase recycling.

  • Measurement of outcomes
  • Description of how the company monitors and evaluates environmental performance.

  • Action plan for environmental performance with KPI's (Key performance indicators) and deadlines.

Anti-Corruption
  • Assessment, policy and goals
  • Description of the relevance of anti-corruption for the company (i.e. anti-corruption risk-assessment). Description of policies, public commitments and company goals on anti-corruption.

  • Dual Signature Policy.

  • Implementation
  • Description of concrete actions to implement anti-corruption policies, address anti-corruption risks and respond to incidents.

  • No answer provided.
  • Measurement of outcomes
  • Description of how the company monitors and evaluates anti-corruption performance.

  • No answer provided.