Our People

Amid the COVID-19 pandemic, our business faced some rough waters. But through the challenges, we proved that out sense of solidarity, unity, and direction could not be broken. As we reflect on this period, we are excited to highlight some of the positive changes that emerged. Our hybrid work policy and the provision of home office equipment are just a few examples, but what truly stands out in the bond we formed as colleagues, friends, and a community.  

As we emerge from the storm, our commitment to each other and social pledge ring truer than ever: together we make things happen. Together we have accomplished so much, and together we will continue to learn and grow. Not just as a Samskip team, but in partnership with our customers, suppliers, partners, and wider community. The future looks bright, and we are eager to continue forging ahead with all of you by our side.  

Health, Safety and Security (SDGs 5, 8, 10)

Samskip recognises the importance of promoting a healthy and safe working environment for our employees and contractors. We are committed to ensuring safe operations and protecting the physical and mental well-being of our employees no matter where they work.

Actions

• Safety management systems in place to minimize the risk of accidents for our operational teams.
• Quality assurance on our processes. Example: Food safety audit Hazard Analysis and Critical Control Points (HACCP)
• We emphasize a preventative approach to health and safety, with risk assessments at their core.
• Flexible workplaces, and employee growth and development programs
• Our larger international offices have sports facilities, and we provide our employees with free and fresh fruit every day.
• Developed “Serious Incident Reporting Structure” to improve how employees respond towards accidents and incidents

Strategies

• To implement a grievance mechanism in addition to the current whistleblowing procedure by 2025, for our entire value chain.
• To have a future proof workforce, being prepared for changes in the work due to sustainability developments and providing a great place to work to all employees.

KPIs and Results

• 0 serious incidents or accidents occurred in 2023.
• 0 safety-related whistleblower reports

A Culture of Safety

At Samskip, the health and safety of our employees is an ongoing commitment. Our safety practices as outlined by our Company Safety Management System (SMS) are covered in our Code of Conduct, which all our employees have access to. We emphasise that no job is so important that it cannot be done safely. We do not condone taking shortcuts and will always remain dedicated to ensuring the well-being of our workforce in all aspects of our operations.

We ensure that this culture of safety is reinforced at every level. We provide our employees with appropriate safety equipment and resources as necessary; this includes adequate personal protective equipment (PPE) for specific job roles.

A key part of our ability to provide employees with a safe environment are our trainings. These trainings equip employees with the necessary skills and knowledge they need to navigate the risks of their role effectively, such as the safe handling and management of hazardous substances.

Additionally, we prioritise our employees' safety by providing channels for them to report any hazards they (may) encounter during their daily tasks. Our Whistleblowing Procedure, accessible to all our staff across our European entities, offers a structured approach to report unsafe practices that could jeopardize the well-being of employees. This process initiates a comprehensive investigation into instances of potential rule violations to identify and address the underlying issues.

Risk Prevention

Beyond ensuring that our employees are prepared and have the necessary knowledge on operational health and safety matters, we also prioritise preventive measures to ensure workplace security. We proactively identify and minimize health and safety risks. Regular audits and inspections further ensure compliance with safety standards and drive ongoing enhancement of safety protocols. Samskip edited it’s offices and suppliers throughout different regions on a wide range of topics, focusing largely on health and safety.

We conduct various risk assessments across our operations to identify potential hazards and implement appropriate controls. These assessments are collaborative exercises with a high degree of employee involvement. Recommendations from these assessments are reviewed by the management of the appropriate area and a plan of action is set up.

Health and Fitness Benefits

We know that supporting our employee’s physical health is a key part of maintaining the overall well-being a job satisfaction. We offer a range of health and fitness benefits to help everyone stay on top of their game.

In our larger international offices, we offer sporting facilities where employees are encouraged to engage in physical activity. Additionally, in our Icelandic office, for those who prefer group fitness activities, we provide yoga classes, fitness boot camps, and more, ensuring there is something suitable for everyone's preferences.

In various regions you will find us joining events like marathons and obstacle runs. We’re not shy of a little challenge.

Mental Health Support

According to estimates from the Organisation for Economic Co-operation and Development (OECD), between one-third and one-half of all caseloads are related to mental health problems.

While we may not be able to support all aspect of our employees' lives, we understand the importance of supporting our employees' mental well-being, especially in the workplace.

We have implemented a range of mental health initiatives and benefits to help our employees lead work-stress-free lives. From stress management programmes to mental health awareness training, we offer a variety of well-being assistance programmes to support our staff.

We offer these programmes in various settings to accommodate everyone, such as online learning through our Samskip Academy or in-person events.

Employee Engagement & Development (SDGs 8, 10)

We value our employees and recognise the importance of attracting and retaining talented professionals. We believe that investing in the technical and professional skills of our workforce is key to our success, particularly through training and education to support the future proofing of our workforce.

Actions

• Tailor made employee satisfaction survey with quantified improvement targets.
• Analysis of leaver interviews to learn about reasons for leaving Samskip.
• Create platforms and channels for employees to contribute their ideas, insights, and innovative solutions related to sustainability and workplace improvements – this is done through the satisfaction survey, anonymously.

Strategies

• While major improvements have been achieved, strategies for employee engagement and development will continue to be further developed in 2024.
• To have a future proof workforce, being prepared for changes in the work due to sustainability developments and providing a great place to work to all employees.

KPIs and Results

• 7.2/10 employee engagement survey outcome, which is a consistent score from 2022
• Employee Net Promoter Score of 15, which is a 5 point improvement from 2022

Fostering Employee Engagement

At Samskip, we believe in the power of teamwork and collaboration. We know that when we work together, we win together. To achieve this, we place a strong emphasis on fostering employee engagement to create a positive and impactful work culture. We rely on an essential tool for this – satisfaction surveys. We employed MoodUp surveys, as a simple and interactive method through which to ensure our employees are being heard.  These surveys are conducted on a quarterly basis across our entire organisation, giving our company the opportunity to receive valuable thoughts, voices, and feedback. We understand that we may not get everything right the first time, but with the insights gained from these surveys, we can identify areas that require attention.

Quarterly surveys feed into a rolling average engagement score, which over 2023 was 7.2/10. An employee Net Promotor Score is also calculated, which ended up at 15.

Strengths

According to the 2023 employee feedback, our company's current strengths are centred on our strong interpersonal relations and the supportive environment that encourages employee recognition and commitment to their roles.

Distribution

0–2

3–4

5–6

7–8

9–10

Commitment

I put a lot of effort into doing a good job

8.8

Recognition

I give compliments to my colleagues when they do a good job

8.1

Relationship with peers

I enjoy working with my team

8.1

Relationship with peers

I trust my colleagues and the people on my team

7.9

Relationship with peers

My colleagues commit fully to doing a great job

7.8

Weaknesses

In terms of areas for improvement, employees have expressed a need for the organization to enhance its support for employees' mental and physical well-being. Furthermore, as an advocate for equal opportunities, Samskip acknowledges the feedback indicating potential concerns regarding fair promotion practices and is committed to ensuring transparency around these actions.

Distribution

0–2

3–4

5–6

7–8

9–10

Recognition

I receive meaningful recognition on special days like work anniversaries, birthday, and professional milestones

5.9

Growth

People are promoted fairly within our organization

6

Wellness

I feel supported in dealing with stress at work

6.3

Environment

The systems and processes of my employer help me perform well in my role

6.5

Wellness

The organization cares about my physical and mental wellbeing

6.6

Continued Learning: Our Fuel for Success

We know that to meet the challenges of today and be prepared for the challenges of the future, we must attract, retain, and develop talented individuals who are passionate about what they do. Reinvesting in our employees' growth, ensuring internal advancement and enhancing our collective capacity to succeed in an ever-changing environment are top priorities.

Our commitment to continuous learning is realized through:

Training & Development

At Samskip, we provide diverse training opportunities designed to enhance overall company knowledge and cater to specific career trajectories. Training courses available cover a wide range of areas, from proper handling of dangerous goods to conflict and time management, and leadership skills. Whether it is face-to-face sessions for that personal touch, hybrid options for a flexible blend, or fully virtual trainings through our Samskip Academy online learning management system, we make sure our employees can participate and thrive, no matter their location or schedule. This way, we equip our team members with the tools they need to excel in their roles.  

General Trainings

• Health & Safety
• Environmental Sustainability – Energy conservation / climate actions
• DEI – Managing cultural differences
• Business Ethics
• Diversity, Discrimination & Harassment
• Leading and Managing Change
• Leading and Managing Conflict at Work
• Managing Cultural Differences
• Samskip Development and Performance Process

Tailored Trainings

• Brexit
• Sustainable Procurement
• Handling Dangerous Goods

Career Management & Performance

We recognize that our employees are not just workers, but individuals with unique aspirations and ambitions. Through proactive career management and performance reviews, we collaborate to pinpoint areas for growth and jointly pursue both personal and organizational objectives.

Performance reviews are not just a formality, but vital moments for giving and receiving feedback, discussing work satisfaction, career goals, and learning and development opportunities. Every year, all employees are strongly encouraged to reflect on the past year and set goals for the year to come, base this on feedback from colleagues and discuss with their manager.

We believe that open and transparent communication with management is crucial in supporting our employees to reach their targets. With that, we can learn together to grow together.  

Internship Programs

We do not only focus on the growth and development of our current employees, but we also seek to attract and invest in young and dynamic minds. Our internship programs – designed for eager and promising graduates from top universities – provides the opportunity to learn by doing, gain on-the-job skills, and be positively challenged in our organization. Interns can try their hand at a role in different scenarios, giving them a taste of the diverse opportunities Samskip has to offer. To top it off, they have personal mentors who become trusted guides as they navigate their career path and growth with us.

Social & Economic Inclusion (SDG 8)

Samskip is committed to promoting social and economic equality for our workforce and third-party workers. We believed that equal remuneration, representation, and opportunities regardless of gender or background is essential for any business.

Actions

• Review and enhance recruitment and hiring practices to attract a diverse pool of candidates.

Strategies

• Review existing policies and benefits to ensure they are inclusive and accomodate the diverse needs to employees
• Introduce a new diversity, equality and inclusivity policy
• To foster the diversity between different people, using the differences to broaden our own scope, and indirectly improve the services we deliver as a company
• To be recognised as an inclusive and diverse employer

2023 KPIs and Results

• 32% of female employees

Compensation Philosophy

Samskip believes in a fair pay philosophy, which means we seek to ensure that employees are paid an equitable and just wage that reflect the value of their contributions, skills, and experience. Across our entities we have embedded a compensation philosophy into our company that states our team is paid fairly and competitively for their hard work. Since 2020, for our Iceland operations, we have an accredited Equal Pay Management System that complies to the requirements of Icelandic Standard IST 85:2012. This certification confirms that employees have equal opportunity to use their skills in a job and be compensated accordingly regardless of gender or any other non-relevant criteria.

Recruitment and Equal Opportunity

In line with our commitment to fairness in pay, we strive to maintain equal opportunity practices in all other aspects of our talent management as well. This includes personnel management, promotion, training opportunities, and of course, recruitment. As an equal opportunity employer, gender identity, race or ethnic origins, religion or belief, age, and sexual orientation all do not influence our decision when evaluating candidates for any role across all levels. Throughout our locations we conduct competency analyses on applicants regarding knowledge and experience to the specific job description. If applicants are deemed suitable based on this assessment of skills, they are interviewed accordingly. To decrease risk of unconscious bias between interviews, forms and standard questionnaires are used. Additionally, interview results are reviewed by at least two other individuals.

GRI 2-7

Country	Employees	Male	Female	Other/Unknown
Iceland	472	380	87	5
Netherlands	312	200	112	0
Norway	201	152	49	0
Romania	66	40	23	3
United Kingdom	56	37	19	0
Germany	44	23	21	0
Denmark	32	17	15	0
Latvia	29	14	13	2
Sweden	29	15	14	0
Poland	22	12	10	0
Ireland	21	11	10	0
Italy	21	11	10	0
USA	21	10	10	1
China	20	13	6	1
Faroe Island	18	13	5	0
Korea	6	3	3	0
Lithuania	5	3	2	0
Australia	3	2	1	0
Finland	3	3	0	0
Total	1.392	930	448	14

Anti-Discrimination and Harassment

Every single person deserves to feel safe, respected, and valued. We take inclusivity, anti-discrimination, and anti-harassment very seriously at Samskip, with specific actions and procedures dedicated to protecting our employees from inappropriate conduct.  

We have a Whistleblowing Procedure in place across all our operations, such that individuals can speak up and report any instances of discriminatory or harassing behaviour.

The total number of incidents of discrimination reported in the year 2023 is 0. We are glad to report this figure, however, we remain acutely aware that this number may not reflect reality. It may extend from poor communication regarding the policy or from Samskip employees not being comfortable using it. To remediate this, we ensure that trainings different aspects of diversity, equity, and inclusivity are available to all employees and that the Whistleblowing Procedure is available for all.

We remain conscious of potential misconduct, so we seek to ensure every single individual at Samskip knows that reports coming from whistle-blowers are dealt appropriately, with utmost care. Our human resources department conducts full investigations that, when deemed necessary, can end in disciplinary action for parties involved. For those in our Iceland operations, we have also set up an anti-bullying committee that can provides extra support and resources for anyone who needs it and remains wary of reporting.

Human and Labour Rights (SDG 8)

We are committed to promoting and protecting the fundamental human and labour rights of our employees and everyone working in our value chain. We believe that basic living conditions are vital for people, and we aim to provide safe and fair working conditions for all.

Actions

• Integrate human rights consideration into the company’s due diligence processes
• Implement mechanisms to address and mitigate any adverse human rights impacts, ensuring alignment with internationally recognised human rights standards and principles
• Promote transparency and accountability throughout the supply chain by engaging with suppliers, contractors, and business partners. Encourage them to adhere to human rights principles and provide guidance and support to help them implement appropriate human rights policies and practices.

Strategies

• To include a comprehensive human rights framework in our annual sustainability report to communicate the company’s commitment to human rights and track progress
• Adhere to all Global Human Rights principles issued by the United Nations and hence will continue integration of human rights into its due diligence processes.

KPIs and Results

• 0 whistleblower reports related to labour and human rights violations

Human rights, as outlined in the Universal Declaration of Human Rights (UDHR, 1948), are fundamental to every individual. Within the transport and logistics sector, issues such as human trafficking, forced labour, and substandard working conditions rank among the most pressing concerns. topics to consider within the transport and logistics sector. As a member in this industry, Samskip is commitment to expanding its efforts to address sustainability not only within its internal operations but also throughout its entire value chain, specifically in regard to these matters.

"Running" towards a more sustainable future!

Every day in our field is like diving into a sea of challenges, but the Samskip team is always ready to push our limits. In 2023, we invited our global employees to participate in the Rotterdam Marathon, a test of physical strength and endurance that is embraced with enthusiasm by our team. We do not only want to encourage healthy living in our team, but the shared challenge and the sense of accomplishment as we cross the finish line is a sense of accomplishment like no other.  

With their unyielding determination and unshakable resolve, the Samskip team once again proved that when it comes to winning, we always do it together!  

Big or Small, Every Initiative Counts

Plastic Reduction

Great news from our Icelandic and Dutch offices:  We have ditched plastic cups and single-use plastics in favour of more eco-friendly options. Our employees are now rocking their very own Samskip reusable water bottles, and when disposable cups are needed, we are opting for easily recyclable cups and other sustainable alternatives. We are committed to doing our part in protecting our planet, one sip at a time!

Paper Reduction

We are also excited to have ditched old-school paper waybills and continuously promote our think before you print initiative, cutting down on unnecessary paper usage instead of cutting down more trees. Our eager employees have been a key part of these initiatives, stoked to be doing their part to protect the planet and make our workplace more sustainable.  

We believe in more than just moving cargo sustainably. We see ourselves as fortunate to be in a position where we can make a positive impact on the communities around us. That is why we offer our employees the opportunity to take time off work and volunteer at a charity of their choice and we are always supportive and encouraged to see our team members go out and help those in need.

Samskip has forged a long-standing partnership with the Aurora Foundation, a non-profit organization established in 2007. This collaboration has enabled Samskip to contribute to the Foundation's mission of fostering community development with small business and cultural enrichment initiatives in Sierra Leone. Over the years, Samskip has actively supported various Aurora Foundation projects by donating goods, providing IT and resource support, and leveraging its transportation expertise. The company has provided complimentary shipping services, facilitating the safe delivery of essential goods and materials from Iceland to Rotterdam and further to Sierra Leone. Through this partnership, Samskip has played a supporting role in the work of the foundation. This collaborative effort exemplifies Samskip's commitment to using its resources and industry knowledge for the greater good, extending beyond its core business operations. The company takes pride in its ability to contribute to meaningful initiatives that uplift communities and create avenues for their holistic development.

Community building is a core value for us across all our locations. In Iceland, for example, many of our employees come together to volunteer at a local shelter every year. This shelter provides a safe space for women and children who are at risk of domestic violence. Last year, our team members volunteered to cook a special New Year's meal to take to the shelter, spreading warmth and cheer during the holiday season. During Christmas and Easter time, some of our employees also joined forces to cook meals and create handmade gifts for the children living at the shelter, with the hope of bringing some extra joy into their lives.

We believe that leaving our natural and societal environments in a better state than when we found them is not just a responsibility, but a privilege. Through our volunteering efforts, we aim to connect with and improve the communities around us, making a meaningful difference in the lives of those in need. We are proud of our employees who give back to the community and are committed to continuing our efforts to positively impact the world around us.