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In order to deliver consistent long-term performance and strengthen our safety culture, Mölnlycke invest in visible safety leadership programmes, global employee training programmes and engagement initiatives, as well as maintain an integrated Environment, Health and Safety (EHS) management system.

Our corporate EHS management system drives continual improvement in all aspects of OH&S, including setting global standards, ensuring root cause analysis of all lost time incidents, high potential incidents and near misses, training, annual site improvement plans, and performing internal and external audits. Mölnlycke also incorporates learning across the organisation through monthly dedicated global EHS team meetings and best practice sharing. Our management system covers 90% of our manufacturing locations, is certified to the ISO 45001 standard, and is regularly audited by an accredited body to ensure continued conformance.

Improving safety performance is based on having robust processes in place and being consistent in applying and improving these processes at all our locations. The core elements of our OH&S excellence programme focus on people safety, process safety, health and well-being, as well as people and physical security.

Security at Mölnlycke is focused on ensuring the safety of people, information, assets and critical business processes against wilful security risks both on site, and whilst travelling. The level of standardisation of procedures, processes and training for personnel dealing with security at all our locations will continue to increase.

We encourage and empower all of our employees to actively contribute to creating a positive OH&S culture. Health and safety committees, composed of managers, safety responsibles and works council or employee representatives, are established at all our manufacturing locations and headquarters. These enable inclusive consultation and participation on the topics of OH&S systems, evaluation and improvement. The committees follow local regulations regarding agenda and frequency of meetings.

We strongly encourage our employees to raise their concerns should they experience or suspect misconducts (breach of the law, of the Code of Conduct or of Mölnlycke policies and procedures). To do so, employees can use the Ethics Hotline (online and phone) which is supported by an external vendor. We have developed policies and procedures to ensure concerns raised by employees are investigated confidentially. Furthermore, Mölnlycke does not tolerate retaliation against employees raising their concerns in good faith, supporting or participating in investigations. We proactively seek to address risks of retaliation by reaching out to employees who are identified as potentially exposed; we integrate more awareness in training and communication to make sure employees can recognise retaliation and know how to react.

Our OH&S performance is continually tracked and reported on a monthly basis, with thorough checks to ensure data quality. Our main KPI for safety is the lost time injury rate¹ for employees. We report incidents to local authorities in accordance with national legislation. Mölnlycke also believes that work-related ill health² is an important aspect of OH&S; therefore cases are tracked and analysed, and targets are set to improve performance.

1. Based on one million hours worked.
2. The term ‘Ill health’ indicates damage to health and includes diseases, illnesses, and disorders, including those that are stress related.

We value and celebrate the diversity of our employees, recognising that it fuels creativity, fosters innovation, and enhances our problem-solving capabilities. Being diverse makes us better in understanding the needs of our customers, allowing us to provide them with best-in-class solutions.

We are committed to creating an inclusive environment where every employee can be their authentic self and feel a sense of belonging regardless of their cultural background, mindset, personal styles, previous experiences, age, gender, religion, language, ethnicity, disability, sexual orientation, education, occupation, socio-economic status or any other unique trait. We empower and support employee resource groups, where employees come together to support a cause through sharing their experiences, providing mentorship, and advocating for positive change.

We believe that all employees have the right to equitable compensation, benefits, and opportunities for development and advancement. To achieve this we ensure that our internal processes are fair and equitable through continuous analysis and feedback sharing.