People

Good induction strengthens an employee's commitment

When starting out at Tokmanni, each new employee is allocated a sponsor that supports the employee during the first phases of their Tokmanni career. The sponsor welcomes the new coworker and ensures that they have been inducted properly, they have been able to integrate into the work community and they are familiar with their tasks.

The new employee can ask the sponsor about anything concerning their work. The induction period at Tokmanni is quite long; it can last from two weeks to three months depending on the role.

“Good induction is important, because it makes employees happier, they learn their tasks faster, and they know how to use their work tools safely. In addition, their impression of Tokmanni as an employer is better,” says Heidi Piirto, HRD Manager at Tokmanni.

The induction sponsor program was systematised in spring 2021, but Tokmanni has had a culture of sponsorship for a long time. Each region was assigned an induction coordinator who is responsible for training sponsors who work at Tokmanni stores. Each year, the coordinators are informed about Tokmanni’s principles and practices, and they bring this information back to the sponsors.

“Tokmanni has ten induction coordinators, and each store has at least one sponsor,” Heidi says.

“A good sponsor is professional, motivated, and has a positive attitude. Being calm and present with the ability to listen and explain things in a simple and clear manner is also important. Being a sponsor also brings new perspectives and experiences to the workday, and almost always the sponsor learns new things too.”

Store Manager Kirsi Koskela is an induction coordinator in her region.

“A well-trained individual will be more committed to their employer. Induction can prevent injuries and accidents, and new employees feel more welcome. Of course, the law also obliges us to organise induction,” Kirsi notes.

At her Tokmanni store in Nivala, the whole staff is committed to induction.

“The Store Manager and sponsor are responsible for planning the induction, but everyone is responsible for their own sectors,” Kirsi says.

“Feedback from new employees has been exclusively positive. For me personally, it is important to welcome each new coworker, including interns. They are at minimum new customers, if not employees.”

Cashier Riina Sommelo acts as the induction sponsor for the Tokmanni store located in Tikkurila, Vantaa.

“I’m the support person for each new employee and the person they can come to even with so-called stupid questions. I’m also a sponsor for individuals coming back from long periods of sick leave or parental leave. I ensure that this coworker feels comfortable in the work community.”

The sponsor training was very useful for Riina.

“We discussed our own experiences at length – how did we integrate into a new work community?”

The training included a balance of theory and practice.

At the Tikkurila store, employment relationships are fairly long, but there are several interns every year. For example, young students from the Live Vocational College who suffer from a variety of hardships in life have given positive feedback concerning Riina.

“Young people think it’s easy to approach Riina, who is herself young and has a helpful and friendly personality,” praises Sanna Virola, Store Manager at the Tikkurila store.

This article was published in early 2022.

Language training supports integration into Finnish society

Language skills make integration into Finnish society easier. In 2021, we began offering Finnish language training to our employees with immigrant backgrounds.

In summer 2021, Tokmanni began offering Finnish language training to employees with immigrant backgrounds. Finnish is being studied in four groups, of which three are for warehouse employees and one for store employees. In total, over forty Tokmanni employees are enrolled in the training.

Language training for the warehouse employees is organised at the Mäntsälä logistics centre. Training for store employees is conducted online, because the participants come from all over Finland. Participation in the trainings is allowed during the workday.

“Learning Finnish makes integration into a new home country easier. With better language skills, it is easier to find a job and succeed in one’s professional life as well as social life both at work and outside of it,” says Tokmanni’s HRD Manager Heidi Piirto.

Cemal Sancan (in photo), a warehouse employee at Tokmanni’s logistics centre, moved to Finland from Turkey. He studies Finnish through the Tokmanni language training course together with fellow employees.

“I came to Finland in 2017. I had participated in language trainings before, but wanted to further improve my Finnish skills. Finnish is a hard language to learn, but studying in a group is nice,” Sancan says.

Sancan says that he is a talkative and social person, who would like to talk more with Finnish people.

“Finns are a bit reserved about talking to foreigners, and it is difficult to make contact with them if there is no common language. I hope that through better language skills I could find friends from Finland,” Sancan explains.

“We have discussed cultural differences extensively during our studies. In the early days, it was difficult for me to understand why Finns don’t greet others as much as in my culture. Now I have learned that it’s a cultural feature, and it’s not meant to be unkind”.

Originally from Afghanistan, Avaz Mohammde has been studying Finnish for a few years.

“It’s easier to succeed at work when you know the language. Due to my studies, I am now more confident with speaking Finnish at work and during my free time,” Mohammde says.

“I like studying in a small group with my coworkers. If needed, our teacher corrects our mistakes and helps with difficult things.”

Natalia Tyyskä is a Finnish language coach at Hyria, a company that offers professional training and coaching for youth and adults. She runs the language trainings at Tokmanni.

“Each student has their own target level for their language skills, which we aim to reach. If the group is active and participates boldly in the conversation, language skills develop faster,” Tyyskä explains.

She points out that language training must also consider the personal situation of each student. For example, difficult societal circumstances in their home countries might distract the students.

“It is great to see as a trainer how students gain confidence when they learn Finnish. Language skills make integration easier”, she adds.

This article was published in early 2022.

At the warehouse, occupational safety is everyone's responsibility

Approximately 220 people work at the Tokmanni administration and logistics center's warehouse in Mäntsälä during each shift. If rules are not followed and the work environment is not up to standards, the hectic and physically demanding job can cause dangerous situations. Safety incidents have successfully been reduced at the warehouse in the last few years due to successful preventative measures.

Good induction plays a significant role in improving occupational safety at the warehouse. Even before their first day, new employees receive credentials for Tokmanni’s online training system as well as study material, with which they can familiarise themselves with workplace rules and customs.

The warehouse uses its own traffic rules, which each individual moving around in the warehouse must adhere to. Trucks and collection vehicles drive one way in corridors, and pedestrians need to walk at the edges of the lanes.

“The warehouse machinery is heavy and bears heavy loads. An accident can result in serious harm, which is why it’s especially important for everyone to adhere to the safety rules,” reminds Vesa Pelkonen, the occupational safety representative.

“For many young people, the warehouse might be their first job and they don’t necessarily have experience in occupational safety matters. This is one reason why we highlight correct procedures already in the induction phase: to ensure safe working conditions.”

Tokmanni uses a safety system called TokmanniTurva, through which Tokmanni employees can report possible safety defects at the workplace or provide positive feedback about successful procedures and practices. The system is also used to report near-miss situations, where a safety incident could have happened or the injuries were mild. All the reports received through the system are handled, and information about the outcome of the report is emailed to the original reporter.

We strive to prevent accidents and sick leave absences through regular inspections regarding cleanliness, shelves, and scaffolding. Every quarter, a warehouse safety walk is conducted in which potential safety risks, such as blocked exits, are identified.

“We do still need to remind people about safety in everday operations. We have ergonomic guidelines on display on the warehouse’s information boards and if needed, a physiotherapist can come and provide guidance on suitable lifting methods.”

Regular maintenance and repair of machines is also important when considering safety matters.

“In the future, we can utilise the data gathered from the machines to improve occupational safety. Already, we have a few trucks at the warehouse which have GPS and software to prevent crashes”.

Vesa Pelkonen believes that occupational safety is regarded as increasingly important among warehouse employees.

“Nowadays, people are more interested in their own health and want to stay in good shape in their professional lives. We hold ourselves responsible for our own and our colleagues well-being.”

This article was published in early 2022.

Tokmanni invests in work ability management and integrating employees that have partial work ability

Working life is in a constant state of change, and it is not always easy to maintain work ability in every situation. We manage Tokmanni’s employees’ work ability systematically in order to control the work ability risks and promote our employees’ wellbeing at work.

At Tokmanni, risks to work ability are anticipated, managed, and reduced with great consistency and with the help of an active operating model to support work ability. The goal is to prevent Tokmanni’s employees from losing their work ability due to illness for example and from having to resort to a disability pension.

”This benefits us all. We take our responsibility for managing the work ability of our staff and do not just outsource it to occupational health care and insurance companies,” says Tokmanni’s Work Ability Coordinator Jonna Ojalehto.

A wellbeing-at-work team, supervisors, and a good cooperation network are the cornerstones of work ability management

Tokmanni’s supervisors are supported in work ability management by an active and competent wellbeing-at-work team, as well as occupational health care professionals. Together they have created new practices and provided training for Tokmanni’s employees and supervisors, for example.

”We do all we can in order to maintain our staff’s wellbeing and satisfaction until they move on from working life to retirement. Our wellbeing-at-work team has been given good resources so that we are able to not only manage but also to develop our work practices.”

In retail business, risks are minimised especially with everyday anticipation and responding rapidly to possible warning signs.

”It allows us to tackle any possible risks early on. Our supervisors have been given training in monitoring possible warning signs of reduced work ability and encouragement to speak up if they notice such signs. We have invested in research concerning work movement ergonomics, for example. In addition, we use vocational rehabilitation options offered by insurance companies.”

Prominent advantages, but not without challenges

Tokmanni’s investment in work ability management and integration of employees with partial disabilities have resulted in both improved wellbeing at work and cost reductions. Tokmanni has successfully lowered their employee pension contribution to category five, whereas in 2018 it was seven.

”Work ability management shows that the employer cares about their staff. It is important to us that we show our employees that we care about them and that we support them in their daily work life. Our motivated, capable professionals help Tokmanni to become successful financially as well.”

According to Jonna, some situations may pose challenges when it comes to offering full-time work that has been reduced enough in terms of the employee’s work load.

”A person trying to return to work life after a period of disability can test their work ability for example by entering a work try-out. Work carried out in stores and warehouses is physically demanding, and we can have difficulties with providing meaningful and suitable tasks for a person with reduced work ability. If we cannot provide such work, we can use our collaborators’ support to find a more suitable workplace for the employee,” Jonna clarifies.

“The threat of losing one’s ability to work can affect the employee’s entire life situation. Our wellbeing-at-work team’s task is to inform our employee about their options in situations where their health requires flexibility at work. We work with individuals, and it is important to find mutually satisfying solutions,” she concludes.

This article was published in early 2021 and updated slightly in March 2023.

Tokmanni Group's Human Rights Commitment

Tokmanni Group is committed to respect human rights and to remediate adverse human rights impacts throughout its business operations. Tokmanni Group expects its Business Partners to have the same commitment to respect and remediate. Tokmanni Group shall promote positive practices that facilitate the fulfilment of human rights for its Rights-holders. In line with the UN Guiding Principles on Business and Human Rights, Tokmanni Group respects the rights and values laid down in the International Bill of Human Rights (comprised of the Universal Declaration of Human Rights and codified in two main instruments, the International Covenant on Economic, Social and Cultural Rights and the International Covenant on Civil and Political Rights) and the fundamental rights in the eight core conventions of the International Labour Organization as set out in the ILO Declaration on Fundamental Principlesand Rights at Work and the OECD Guidance on Multinational Enterprises.

As a member of the amfori Business for Social Compliance Initiative (BSCI), Tokmanni Group is committed to abide with the amfori BSCI Code of Conduct. Tokmanni Group requires its Business Partners to comply with the BSCI Code of Conduct and to require the same standards from their suppliers.

Tokmanni Group is also a signatory of the United Nations Global Compact and abides by its ten principles.

Tokmanni Group's minimum standard is compliance with all applicable laws and respect for internationally recognized human rights. Where national law and international human rights standards differ, Tokmanni Group will seek to follow the higher standard and seek solutions to respect those standards with relevant Stakeholders.

Tokmanni Group demonstrates its commitment and addresses its human rights impacts by carrying out human rights due diligence. Tokmanni Group believes that increased protection for human rights and labour standards globally is best achieved by working together with Stakeholders. Tokmanni Group actively seeks opportunities to collaborate with key stakeholders and to use its leverage for continuous improvement and realization of human rights.

When necessary, Tokmanni Group takes corrective actions in line with human rights due diligence, and communicates about them according to its involvement, possibilities and influence.

Tokmanni Group is continuously improving and assessing its human rights work. Human rights due diligence is carried out on an on-going basis.

Recognizing that corporate activities play a major role in the realization of rights enjoyed by people, Tokmanni Group is committed to promote positive human rights impacts. Tokmanni Group promotes the realization of human rights in its supply chains through, for example, audits of suppliers and certification of high-risk raw materials. Tokmanni Group also takes special care when operating or procuring products from conflict areas.

Tokmanni Group's potential human rights impacts can be divided into direct and indirect impacts. The direct impacts are related to Tokmanni Group’s own operations, i.e., for example the safety of customers and staff as well as equality and non-discrimination. Indirect impacts are related to Tokmanni Group's supply chains through Business Partners, i.e., for example the realization of the human rights of workers in factories used by Tokmanni Group.

Tokmanni Group avoids violating the human rights of others and intervenes in negative human rights impacts that it has been directly or indirectly involved in or that it has influenced through other actors.

In accordance with the due diligence principle, Tokmanni Group assesses the human rights impacts of its operations, monitors them, takes corrective measures when necessary and communicates them according to its involvement, opportunities and influence. The evaluation is monitored by the company’s Compliance group, which meets 4 times a year and as needed for urgent matters.

Tokmanni Group's sourcing is guided by principles and guidelines of responsible sourcing as well as sustainable development-oriented product range policies. These guidelines particularly apply to the sourcing of products that contain raw materials deemed critical from a social and environmental responsibility perspective. The principles and guidelines for responsible sourcing were updated in 2021 and are regularly trained to Tokmanni Group's procurement and purchasing staff, as well as implemented on a Group-level.

Tokmanni Group's Human Rights Principles

The following five human rights principles are the ones considered as most salient and will set the standards for a human rights-based approach in Tokmanni’s business decisions, while upholding the best practices and ethical business conduct. Special attention and protection is to be provided to vulnerable groups. Tokmanni Group expects its Business Partners to comply with and share Tokmanni Group’s ambition and commitments vis-à-vis the Group’s Rights-holders impacted by the Group’s and its Business Partner’s operations and actions.

Occupational Health and Safety

Health and Safety

Health and safety is a top priority at Tokmanni Group. The Group is committed that its employees and workers operating across its business areas, including their immediate family members, have the right to the highest attainable standard of physical and mental health, which includes access to medical care, sanitation, adequate food and potable water, decent housing, healthy working conditions and clean working environment.

Tokmanni Group is committed to taking the necessary measures to guarantee the safety and quality of the products and services they manufacture, distribute, and market to their clients.

Safety at work

Tokmanni Group undertakes to provide working conditions that allow for safe working practices and supports the occupational health and well-being of employees. The Group’s occupational safety action plan describes the operating principles and objectives of occupational safety. In addition, store-specific risk assessments and our other guidelines guide our safety operations. Tokmanni Group has safety management systems in place for identifying, preventing, mitigating and tracking health and safety hazards and accidents.

The Group expects its suppliers to provide a safe and healthy working environment that complies with local laws and minimizes occupational hazards. If suppliers provide residential facilities for their workers, they must be safe and sanitary. 

Employment

Just and Favourable Conditions of Work and Decent Working Hours

Tokmanni Group adheres to all applicable national legislation, industry benchmark standards and/or collective agreements within the international framework set out by the ILO, whichever may be more stringent, relating to wages, working hours, overtime and benefits. Wage deductions as a disciplinary measure shall not be permitted unless provided by national legislation. Employees shall be given reasonable breaks while working and sufficient rest periods between shifts. The Group promotes a healthy work-life balance.

Fair Remuneration

Tokmanni Group adheres to the legal minimum wage established by the government of the country in which the Group operates or sources from. The Group assesses the pay gap accurately through amfori BSCI audits and strives to provide workers with remuneration that ensures an adequate standard of living and satisfies basic needs for them and their immediate family. The Group also encourages suppliers to commit to the betterment of wages and benefits to improve the lives of workers and their families in the communities where they live. 

Freedom of Association and Collective Bargaining

Tokmanni Group respects the right of its employees to be represented in order to pursue their legitimate interests without fear of retaliation. This right includes the right to form and join trade unions of their own choosing, or to refrain from doing so, the right to bargain collectively and the right of internal and/or external freely elected employee representatives to be acknowledged as partners in negotiations and consultations subject to local laws. The nature of industrial relations in the country and the needs, size and possibilities of company concerned shall be taken into account. In case no legally recognised union exists in the area of operations, or if only state-authorised organisations are allowed, the Group will not hinder and shall respond favourably to initiatives to establish alternative means to achieve effective freedom of association and collective bargaining.

Equal treatment

Diversity and non-discrimination

Equality and fairness are key principles in hiring, employment-related benefits and compensation, access to education and job advancement. Tokmanni Group respects and values diversity in its workforce, in its Business Partners and the global marketplace. The Group do not tolerate any sort of discrimination in any areas of employment regarding race, colour, religion, sex, national origin, ancestry, age, disability, medical condition, marital status, pregnancy, gender, gender expression, sexual orientation, political or trade union activity or any other characteristic protected by local law or regulation.

Prohibition of violence or harassment

Tokmanni Group is committed to providing a workplace free of any form of physical, mental, sexual, verbal or written harassment or bullying.

The Group’s employees are expected to treat co-workers, Business Partners, Stakeholders and all Rights-holders with dignity. The Group expects the same from its Business Partners.

Children and Young Workers

Prohibition of child labour

Tokmanni Group follows the International Labour Organization’s definition of the minimum age for admission to employment or work. This age should not be less than the age of compulsory schooling completion and, in any circumstance, should not be less than 15 years for regular work. The Group prohibits child labour, which means the Group does not allow children under the minimum age for admission to employment or to be engaged in work that deprives them of their childhood, their potential and their dignity, and that is harmful to their physical and mental deveopment, within its facilities. Furthermore, Tokmanni Group is committed to programmes aimed at elimination of child labour and any form of exploitation throughout the value chain.  

Education and children’s health

Tokmanni Group respects the rights of the child, including the right to education, the right to rest and play, freedom from violence and exploitation and the right to have the child’s basic needs met, such as in relation to nutrition, health and water and sanitation.

Special protection for young workers

Tokmanni Group shall refrain from hiring workers under the age of 18 for positions that require hazardous work that could jeopardise their health, safety or morals. Furthermore, the Group is committed to, and maintains programmes, aimed at ensuring that workers under the age of 18 will not work in hazardous conditions in its value chain.

The Group shall ensure that it adheres to all applicable laws or industry standards, whichever may be more stringent, relating to wages, working hours, overtime and benefits for young workers. In addition, the Group will proactively support the right to just and favourable work conditions and working hours for young workers.

Forced and Compulsory Labour and human trafficking

Freedom from slavery, servitude and forced labour

Tokmanni Group will not engage in, support, or tolerate the use of forced or compulsory labour, such as prison or trafficked labour. Workers shall be allowed to move around freely, leave their place of work when their shift ends as well as terminate their employment without penalty upon providing reasonable notice. Retention of identity documents or work permits is strictly prohibited. 

Prohibition of illegible and illegal work contracts and bonded or indebted labour

All Tokmanni Group employees shall receive a written, comprehensible and legally binding labour contract or employment letter. The Group should not depend on part-time, temporary or casual workers, trainees or false apprenticeships as a means to pay lower salaries or provide fewer benefits.

The Group will not engage in or support the use of bonded or indebted labour and prohibits recruitment fees to be borne by workers. 

Tokmanni’s human rights work has received recognition

The Government’s analysis, assessment and research activities under the Prime Minister’s Office have carried out a project called the Status of Human Rights Performance of Finnish Companies (SIHTI), which studied how Finnish companies are fulfilling their human rights responsibilities in relation to the expectations set in the UN Guiding Principles on Business and Human Rights. Its findings were published in January 2021.

Tokmanni obtained a relatively good score (48.1/100), far above the average for the companies included in the study (23.9/100). We are proud of our results and the human rights work we have already conducted.

We are committed to the provisions of the UN’s International Bill of Human Rights, the International Labour Organization's Declaration on Fundamental Principles and Rights at Work, and the UN Global Compact. Our operations are also guided by the UN Guiding Principles on Business and Human Rights.

On a practical level, we mostly promote human rights in our sourcing chains through our own audits, amfori BSCI audits and reports and feedback received through various channels.

In line with the principle of due diligence, we assess and monitor the human rights impacts of our operations continuously. We also require our partners to respect human rights and, if necessary, we take corrective measures. We stipulate that our goods suppliers and other partners commit to Tokmanni’s Code of Conduct in their agreements. Tokmanni also asks its goods suppliers to commit to the Business Social Compliance Initiative (BSCI) and its Code of Conduct. Decisions on the sourcing countries are also based on a human rights perspective, and products are not sourced, for instance, from areas where there is a high risk of forced labour.

Tokmanni has a zero tolerance policy towards human rights abuses, such as the use of child or forced labour. Other issues that are raised, for example regarding occupational safety, are addressed. In such cases, we aim to ensure together with our partner that such negative impacts will no longer arise.

Our work for promoting human rights and equality continues, and it is one of the focus areas in our sustainability strategy. The results of the SIHTI project give us valuable feedback on this work.

Read more about the Status of Human Rights Performance of Finnish Companies (SIHTI) project in Finnish.

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