Sandvik has world-leading positions in the areas of tools and tooling systems for industrial metal cutting, equipment an tools, service and technical solutions for the mining and construction industries, as well as advanced stainless steels and special alloys.
Diversity and inclusion has been high on Sandvik’s agenda for a number of years now. While they are proud of their achievements, they recognised that there is always more work that can be done.
Participation in the Career Revive initiative enabled Sandvik to have an objective third party examine existing approaches and provide a fresh approach.
The executive at Sandvik displayed a strong commitment to improving workforce diversity. And their buy in and support ensured there was momentum for project activities.
The primary focus of activities for Sandvik, was increasing adoption of workplace flexibility. The Career Revive Mentor engaged managers in ongoing discussion about their role in defining the expectations around flexible work.
A Flexibility Toolkit was also developed to support managers to bridge the gap between flexible policy and practice.
The program sponsor from Sandvik also identified positions that could be done flexibly, with the goal of making this the default option in future.
The COVID-19 pandemic was a catalyst for the broad adoption of flexible work, challenging entrenched notions about how, where and when work can be conducted.
Flexible work has gained buy-in and enduring support from the company leaders and Sandvik is now focussed on bedding down new ways of working.
Recognition that office roles can be undertaken remotely and without compromising quality, has led HR to consider supporting individuals in regional centres to work in corporate areas.