Values and code of conduct

Trust is the most important commodity for Castellum, and our common values can be summarized as worthy of trust, irrespective of whether we collaborate with customers, capital market participants or other stakeholders.

Values

Trust is the most important commodity for Castellum, and our common values can be summarized as worthy of trust, irrespective of whether we collaborate with customers, capital market participants or other stakeholders.

Worthy of trust relies on:

  • Creating responsible growth
  • Solid knowledge of the local market
  • Taking action with a long-term perspective
  • Continuous improvement and development

Castellum takes long-term actions and strives to build long-term relationships with both customers and other partners. Castellum employees are ambassadors for the company culture, and employees understand that their actions are crucial to how the company is perceived. Castellum’s corporate culture is strong – as was shown in the Satisfied Employee Index survey.

Castellum has not been convicted for any breaches regarding code of conduct and corruption in 2020 or during the last five years.

Castellum is a member of the following trade organizations listed below. Other than membership fees to trade organizations Castellum has not paid any other monetary compensations for the last 5 years to organizations, lobbyists, trade associations or other tax-exempt groups whose role is to influence political campaigns or legislation.

  • Almega
  • Center for Management in the Construction Sector (CMB) at Chalmers University of Technology
  • Chamber of Commerce (Handelskammaren)
  • EPRA
  • European Think Tank
  • Fastighetsägarna
  • Fossilfritt Sverige
  • Green Building Council Denmark
  • Network for collaboration in the local cities (Citysamverkan)
  • Näringslivsgruppen
  • SNS
  • Sweden Green Building Council
  • Swedish Energy Agency’s Client Group for Premises (BELOK)

In 2020, Castellum gave a total of MSEK 6.8 in direct support through sponsorships and other initiatives, of which MSEK 4.4 pertained to membership fees for industry organizations and MSEK 2.4 was in-kind giving. On top of that Castellum has approx. contributed with MSEK 0.5 in management overheads and MSEK 0.5 Employee volunteering.

Human right assessment

Conducting Castellum’s operations responsibly is crucial for the Group’s long-term success. Castellum evaluates the business's risks in which relevant sustainability issues, such as the potential negative impact on human rights, are included. Castellum respects human rights in accordance with the international standards UN Global Compact, the OECD Guidelines for Multinational Enterprises and the UN Guiding Principles on Business and Human Rights.

Castellum is committed to the following;

  • Avoid causing or contributing to adverse human rights impacts through their own activities and address such impacts when they occur.
  • Seek to prevent or mitigate adverse human rights impacts that are directly linked to our operations, products or services;
  • Prohibition of child labor and forced labor: Castellum does not employ anyone under the age of 15 or the applicable higher statutory minimum age. Young people between 15 and 18 years of age may work with non-hazardous tasks, provided they have reached the legal age to work and have completed national compulsory schooling, or if the work allows for compulsory schooling to be conducted in parallel. All work is to take place voluntarily. No form of forced labor or labor linked with any form of intimidation or punishment is permitted.
  • Freedom of association: All employees have freedom of association.
  • The right of workers to bargain freely with employers is an essential element in freedom of association. Therefor all employees have the right to collective bargaining.
  • Equal remuneration: This means principle of equal remuneration for men and women employees for work of equal value.
  • Right to non-discrimination: The principle of non-discrimination seeks to guarantee that human rights are exercised without discrimination of any kind based on e g race, color, sex, language, religion, political or another opinion, national or social origin or other status such as disability, age, sexual orientation and gender identity.
  • No to human trafficking: The recruitment, transport, transfer, harboring or receipt of a person by such means as threat or use of force or other forms of coercion, abduction, fraud or deception for the purpose of exploitation.

This applies to all Castellum employees and governs how employees should behave toward each other and toward Castellum’s tenants, suppliers, partners and other parties that employees encounter in everyday operations. Castellum places the same high ethical requirements on suppliers and partners as on all Group employees.

Castellum assesses actual and potential human right impact and risks in our operations, in the operations of our business partners as well as a part of the due diligence process before entering into new business relationships. The assessment covers all areas mentioned above under Castellums commitment to human rights and covers at least the following groups, own employees, women, children, indigenous people, migrant workers, third-party contracted labor and local communities. We also implement Castellums Code of Conduct for business suppliers in all of our business relationship and follow up on this in our annual risk assessment.

Code of conduct

The code of conduct provides a basis for how Castellum employees should behave toward each other, toward customers and other external stakeholders. It is based on Castellum’s values and the UN Global Compact principles and clarifies Castellum’s position regarding human rights, working conditions, business ethics and information. Castellum is to provide quality service, abide by laws and regulations, never discriminate against anyone, and create a quality working environment and high safety level. Castellum also focuses on gender equality issues.

Castellum operations, conducted in Sweden, Denmark and Finland, are subject to each country’s laws and regulations concerning, for example, working conditions, occupational safety and freedom of association. Castellum’s HR manual addresses issues such as working environment, equal opportunities, salaries, pensions and company cars.

A preventative discussion on ethics and corruption issues is being carried out, throughout the Group, where preferred conduct for various everyday situations is examined and addressed. A pivotal element is that all employees understand and follow the code of conduct.

Castellum has a whistleblowing service, which can be reached via the entire Group’s web pages. The service aims to help both employees and external parties to act responsibly.

Supply chain management

Long-lasting relationships with our partners and suppliers are of the highest importance to Castellum. Our critical suppliers, which are either high volume suppliers, critical components suppliers and/or non-substitutable suppliers, are crucial to our business and may have a direct impact on Castellum’s success.

It is crucial to Castellum’s long-term success that business activities are run in a responsible manner. Castellum has a responsibility towards the communities and environments where the Group operates, as well as in relation to all employees, tenants, suppliers and other partners. A solid relationship is based on trust, and it is important that external parties can rely on Castellum. All employees have to be professional in their conduct at every level, and Castellum places the same high ethical requirements on suppliers and partners as on all Group employees.

Castellum has adopted a Code of Conduct for Business suppliers which is being signed by the suppliers. A sustainable supply chain assessment, which is used to identify potential risk suppliers, evaluates the suppliers’ work on business ethics and anti-corruption, environmental management, working conditions and human rights. If a supplier fails in any of the expectations in the Code of Conduct for Business suppliers, this is addressed. In the event that Castellum discovers that the supplier fails to fulfil his undertaking despite repeated remarks, it will lead to the termination of the business with the supplier. Castellum will continue to enhance the sustainability work with the suppliers, e.g by introducing external on-site audits. Further, Castellum provides a whistle-blower service that may be used to report a concern about something which is not in line with Castellum values and business ethics. The service is administered by a third party to ensure anonymity and professionalism.

In 2020, Castellum purchased services or products from a total of 4,105 suppliers, of which the 62 largest suppliers with a purchase volume over MSEK 10 accounted for 60% of the purchase volume.

Please note that as do date, non of our suppliers have been classified as high sustainability risk. We believe that this is due to close collaboration and that we use local (mostly Swedish, some Danish and Finish) suppliers with high values and sustainability standards.

During the upcoming year Castellum plan to implement a new assessment for suppliers. This measure will secure a more systematic approach to identify and defining potential sustainability risk in the supply chain.

IT security and cyber security

Castellum has established an internal Policy on information security, Guidelines for information security, a Contingency plan for IT and an Escalation process framework for IT security, which are updated regularly. We also have a Crisis plan for management of severe incidents and crisis, for example, cyber attacks. The contingency plans are tested at least annually. As a part of Castellums internal control process and risk management, IT security is audited every year by Castellums auditors. On top of that, Castellum does vulnerability analysis which includes simulated attacks.

All employees receive information and guidelines on IT security.