Approximately 420 employees work at Castellum. Most work with managing the Group’s properties via our local organizations (business areas) to create close customer relationships, short decision paths, and local decision-making power. We believe this creates the best conditions for growth, as well as a corporate culture in which our employees thrive and develop. In addition, Castellum has a large project development organization and an overall Group structure that includes Group Management and functions such as financial reporting, treasury, legal, HR, communication and IT. These are housed together at the main office in Gothenburg.
Castellum as a workplace
In Focus Area: Well-being, the objective is to promote health and wellness and to increase productivity, where equality and diversity are important conditions. In order to make it easier for Castellum’s employees to organise their daily lives, the possibility of a more flexible work life was introduced during the year with the vision “Work where you want, when you want”. The hope is to promote employee health and wellness, and at the same time to enable increased productivity.
Flexible working hours/location
Castellum offers their employees flexible working hours and locations so long as this can be done in a way that meets the needs of our business and there is continued compliance with Castellum’s other policies.
To attract, retain and motive relevant skills
We ensure that compensation are based on performance and market position. Furthermore, to ensure that compensation are set based on the parameter "equal pay for equivalent work". Communicating and following up goals and thus guiding the right kind of behavior and results. Furthermore, to ensure that operational activities are in phase with strategy and other plans to maximize result orientation. In other words; ensuring Castellum's continued success. Our remuneration tools must be market-based and based on performance fulfillment and therefore differentiated to reflect our performance culture. Compensation is set on the basis of performance - this means that origin, gender, sexual orientation etc are immaterial from a compensation setting perspective.
Cooperating and exchanging experiences
Strengthening the Group through increased collaboration is a continuous process. Common development efforts occur within the Group. A lively experience exchange between local Group companies makes upgraded expertise available to the entire organization. The joint development groups provide opportunities for continued improvement, and the groups include participants representing all regions. The groups regularly discuss issues within specific areas such as rental, IT, management, project development, sustainability, communication, purchases and personnel. In addition to the permanent development groups, there are project teams who handle current issues.
The Group has a common intranet where experiences and knowledge can easily be shared between employees in all regions.
By offering competence development and creating a motivating work situation, Castellum promotes loyalty and job satisfaction. The decentralized organization means that each employee enjoys well-defined areas of responsibility with a high level of empowerment, leading to professional as well as personal development. Employee performance reviews occur yearly with all employees. These are an important tool for following up and setting objectives, as well as for identifying competence development needs.
Castellum cares for its employees and thus works with preventive health care, offers corporate wellness subsidies and provides substantial health insurance for both employees and their immediate families. Wellness programs are offered both for preventive purposes and for the continued well-being of the company’s workforce. A bonus-sharing program provides employees with the opportunity to benefit from their respective region’s financial performance improvement.
Once a year – on Castellum Day – all employees in the Castellum Group meet to increase competences, share experiences and strengthen Group spirit.
Castellum offers full possibilities for professional and personal development through internal and external training. Employees continuously receive training adapted to their respective tasks. New employees also undergo continuous training in sustainability issues.
In 2019, a compulsory web-based Sustainability course has been taken by every employee. The primary aim has been to highlight how a sustainability approach needs to permeate every process carried out, throughout the entire company – and how each employee is to carry that responsibility. All new employees has taken the course as part of their onboarding during 2019.