Getinge 2022 Annual Report

Getinge 2022 Annual Report Introduction Strategy Corporate Governance Annual Report Sustainability Report Other information Contents EMPLOYEE ENGAGEMENT Getinge believes that employee engagement is important for the success of the business and for employee retention. The company performs an employee engagement survey yearly to measure engagement, motivation and to understand gaps. Getinge's Commitment Employee engagement index score >70%. Result for 2022 is 71%. (2021: 67%). Progress 2022: The employee engagement survey that was carried out in 2022 had a response rate of 76% and an engagement score of 71%. The results mirror an appreciation of a clear purpose, and pride in what the company does. Other strong areas include a good work-life balance and trust in colleagues within working teams. DIVERSITY, EQUITY, INCLUSION AND BELONGING Diversity, equity, inclusion and belonging (DEIB) are essential to improving creativity and decision-making, driving innovation and enhancing Getinge's ability to increase the reach of its solutions and technologies. A culture where everyone feels respected and appreciated for who they are increases employee well-being. As an employer, it is important for Getinge to attract the best competence and the best skills and talent and to remove barriers to opportunities regardless of race, ethnic origin, gender identity, gender expression, sexual orientation, disability, religion, creed, age, class or socio-economic status, or any other characteristics protected by applicable law. Positive effects of DEIB on the economy include a potential for increased productivity, improved creativity and greater innovation. Diverse groups can bring more perspectives and experiences to problem solving, leading to better performance and increased competitiveness. In addition, the promotion of diversity and inclusion can help Getinge to attract and retain colleagues from different backgrounds, which can lead to increased employee engagement and reduced costs as a result of staff turnover. By promoting diversity and inclusion, Getinge can better under- stand and respond to the needs of society, including those who are traditionally marginalized. A negative effect of not working with diversity, equity, inclusion and belonging can, for example, lead to a formation of homogeneous teams which may lead to 'groupthink', which means that fewer ideas are given space. From a human rights perspective, diversity initiatives are important to promote equal opportunities for all individuals. Lack of diversity and inclusion can lead to discrimination and prejudice, which can have a negative impact on the well-being of individuals and limit their opportunities for advancement. By promoting diversity and inclusion, the company wants to reduce the risk of these negative effects and ensure equal access to opportunities and resources for all. The potential negative consequences of not working on diversity, equity, inclusion and belonging are primarily a result of business relationships. As an employer, potential negative consequences can in the most serious case, be discrimination or neglect of ensuring equal access to opportunities and resources. Getinge's Commitment Diversity and inclusion are essential aspects of the way of work- ing at Getinge. The global Diversity Directive clearly outlines the commitment to providing equal employment opportunities to all, without unlawful discrimination. Getinge's target is to increase fe- male representation across the company to reach gender balance both at management and employee levels. In order for diversity to flourish, the company has started monitoring inclusion and belong- ing through the company engagement survey. Management approach As part of the commitment to having a diverse and inclusive workplace, Getinge has zero tolerance towards discrimination, harassment and bullying. Victimization at work, such as recurring negative actions directed against individual employees, is not per- mitted. All employees shall treat one another with respect, dignity and common courtesy. Getinge wants all employees to have equal opportunities based on competence, experience and performance, regardless of gender identity, race, ethnicity, religion, age, marital or parental status, disability, sexual orientation, nationality, political opinion, union affiliation, social background and/or other character- istics protected by applicable law. The selection processes shall be fair, based on objective and transparent criteria, and include proper feedback to all applicants in accordance with local custom and law. The Getinge Speak-Up Line is an externally hosted whistle- blowing hotline. This tool enables anonymous reporting of cases via a website or telephone in local languages. It is open for Getinge employees as well as for suppliers, distributors and other business partners. Employees are encouraged to first seek to address the issue with their manager or a local Human Resources, Ethics & Compliance, or legal representative prior to using the Speak-Up line. The Speak-Up Line can be found on the internal digital platform, GetNet, as well as on the Getinge website. Result 2022 Inclusion & Belonging In 2022, two questions were monitored in the employee engage- ment survey to understand how employees rate inclusion and belonging: • Belonging: "I feel a sense of belonging at Getinge" received a score of 68 (external benchmark is 73) Inclusion: "Our team has a climate in which diverse perspectives are valued" received a score of 73 (external benchmark is 78) As this is a new comittment in 2022 the effectiveness of the actions taken for improvement has not been measured yet. Managers are encouraged to take action on the engagement survey results and a tool is made available to enable and empower managers in taking actions. Gender pay equity The gender pay gap has been reported in accordance with legislation in UK, US, Australia, France, Sweden and Germany. 141

View entire presentation