Key objectives for 2022–2025
We strive for an excellent employee experience: We enjoy our work and are proud to be part of the future of the international Raisio Group.
We support the healthy lifestyle and well-being of our employees.
We support diversity and inclusion by offering equal opportunities for everyone.
We aim to be an attractive employer
The employee survey conducted at the end of 2024 shows a positive development in company culture and job satisfaction compared to the employee survey conducted in 2023. Overall, job satisfaction at Raisio is good.
Our employees responded actively to the survey: the response rate was 85%. According to the results, Raisio’s strength lies in the work of our supervisors, which is highly rated by the employees. Our employees feel that they are given sufficient responsibility and freedom to carry out their tasks, and the mutual trust between supervisors and teams is also good.
Raisio’s Employee Net Promoter Score (eNPS) rose to 52.2, up from 39.5 in the previous survey. Although the eNPS should be viewed critically, it is well in line with the other results of the survey.
We will continue to develop our corporate culture
In the Heart of Raisio’ training sessions were first held in 2023, when we set out to find the core of what it means to be a Raisio employee and the cornerstones of our culture — the things that our employees consider to be the most important. The aim has been to clarify unified ways of working, provide tools for everyday activities and bring people together to share ideas and experiences.
During the first training sessions, we particularly focused on Raisio’s values and leadership principles. Based on the ideas that our employees generated during the training sessions, we summed up the assets of Raisio’s company culture that complement our values and management principles: we enjoy coming to work, we can only succeed together and we are constantly renewing and developing ourselves.
We continued our ‘In the Heart of Raisio’ training in 2024. This time, the aim was to support the realisation of the assets of our company culture to make them hold up in our daily work. The aim of the training sessions was to provide concrete tools for self-awareness, self-management and the strengthening of work community skills. We focused on two themes: workload & recovery and diversity, equity & inclusion (DEI).
Raisio’s company culture assets
Diversity, equity and inclusion
One of the primary goals of our responsibility programme is to support diversity, equity and inclusion. Before we can define what diversity, equity and inclusion mean to us at Raisio, we need to make this broad theme known to our employees.
That is why we also chose it as a theme for the ‘In the Heart of Raisio’ training sessions. Before the training sessions, we defined Raisio’s provisional DEI objectives in the Food Professionals working group. The provisional objectives are based in part on a DEI survey carried out in spring 2024, to which 74% of our employees responded. Other inputs to the definition of the provisional objectives included discussions in the Food Professionals working group and benchmarking against other companies. Through the training sessions, we received feedback and concrete examples related to the provisional objectives, which we will continue to refine into the final objectives.
As one of the ways to raise awareness of the theme, we chose a DEI-themed workplace game to help verbalise issues related to the theme. We will continue to raise awareness of the theme during 2025. Our aim is to create a Diversity, Equity & Inclusion Plan for Raisio.
Safety comes from action
A key part of strengthening occupational safety culture is proactive occupational safety work. As indicators of proactive occupational safety work, we use safety observations, safety quarters, near miss reports, safety rounds and work risk and hazard assessments. Furthermore, the investigation process of each accident includes the definition of corrective actions, open communication within the organisation and peer learning.
The work done to develop a culture of occupational safety is reflected in the number of proactive safety measures. In 2024 a total of 1,819 preventive safety measures were taken (2023: 1,197; 2022: 904).
In 2024 a total of 1,819 preventive safety measures were taken.
