Occupational health and safety

TeliaSonera shall ensure healthy and safe work practices and the well-being of employees and suppliers. We believe that all accidents, incidents, injuries, work-related illnesses and unsafe actions and conditions are preventable and unnecessary.

Strategic objective 2018 goals

An occupational health and safety culture that supports the ambition of TeliaSonera as THE place to work

Lost-Time Injury Frequency (LTIF) maximum 0.52

Sickness Absence Rate (SAR) maximum 1.9 percent

No fatal accidents

OHSAS 18001 implemented in all major companies (by end of 2016)

Engagement index: 83 percent

The challenge

Most of our employees work in a low-risk physical environment such as an office or a call center. In these locations, issues such as psychosocial health and ergonomics need to be managed as part of our occupational health and safety (OHS) work.

More serious physical OHS risks are found in activities related to constructing and maintaining networks. This work is mainly outsourced and according to our supplier audits, key OHS elements such as risk identification, safety equipment and training are often missing.

Our approach

The work is governed by the  Group Policy – People and Group Policy – Occupational Health and Safety.

Our approach consists of promoting good health, identifying and reducing or preventing risks and rapidly reacting to ill health in all of our operations. Each employee must be aware of our safety standards and enforce them in the workplace. This includes completing provided training, reviewing communications and guidelines and ensuring that these standards are implemented in all processes. We are committed to a diverse and inclusive workplace and have zero tolerance towards discrimination, harassment and bullying.

We engage with local contractors through training, auditing and capacity building, thus contributing to a better OHS environment in the markets where we operate. This is especially relevant in countries where local knowledge, understanding and resources are often seriously lacking.

More information, including 2016 outcome on the goals, can be found in our Annual and Sustainability Report.


Diversity in background, experience and perspectives supports our competitiveness and our journey towards becoming a New Generation Telco.

Embracing diversity is an essential part of our journey to become a New Generation Telco and as major employer we can make a difference in society.  Our workforce is of diverse backgrounds, experience and perspectives and we see diversity in ethnicity, gender, sexual orientation, age, physical abilities, family status and religious beliefs as an asset. Diversity in opinions and thoughts help us to create a dynamic workplace and culture, boost new ideas and find new ways of solving our customers’ challenges, resulting in more satisfied customers and increased shareholder return. Diversity extends to all areas of our business including recruitment, talent development, skills enhancement, appointment to roles, Board appointments, mentoring and coaching programs and flexible work arrangements.