Corporate social responsibility at Apetit is based on a commonoperating policy and on shared values: responsible operations, bold renewal and success through cooperation. Apetit’s practices are guided by the principles of its equality plan.

Apetit’s personnel strategy focuses on responsible leadership based on the company’s values and corporate culture, ensuring the availability of labour by focusing on retention and attraction factors, improving employees’ occupational well-being and ability to cope with the demands of work by using a wide range of work ability management methods, and the continuous development of strategic and critical competencies.

Apetit’s objective is that each employee is familiar with the goals of their work and able to make use of their strengths and skills in their job. It is important that Apetit’s employees can work in an encouraging and inspiring work atmosphere with rewarding tasks that they find meaningful.

At the end of 2023, Apetit had 338 employees, all of whom worked in Finland. In full-time equivalents, the average number of personnel in continuing operations was 298. Apetit does not use external labour, such as leased employees, to a significant extent. During the year, the Group employed 10 temporary agency workers.

The number of employees at Apetit’s Säkylä plant varies during the year based on the harvest season. The number of temporary employees increases for a period of about six months in the harvest season. During this season, the number of temporary employees at the plant is approximately 30 per cent higher than normally.

There were seven part-time employees employed by the Group during 2023. Subcontractors were used in projects and maintenance activities carried out at Apetit’s production plants during the reporting period.

All Apetit’s employees are covered by collective agreements. Upper-level staff have a basic agreement. Apetit complies with the Finnish Collective Agreements Act and trade union agreements in all personnel-related matters.

Competence development

One of the most important goals of personnel development is ensuring sufficient and appropriate capabilities. The key competence areas for Apetit’s employees include customer relationship management, product development skills, competencies related to production, occupational safety and quality and supervisor and work community skills.

The Group’s competence development methods include an internal online learning environment and external training activities, for example. In Säkylä and Pudasjärvi, food worker apprenticeship training was arranged for Apetit’s own personnel, with the training programme completed in 2023. The training was attended by 20 people. All office employees are covered by personal development appraisals. The company has begun to create a new and effective performance appraisal process for its personnel groups. During the reporting period, 70 per cent of performance appraisals were conducted.

Employee satisfaction

Apetit monitors well-being at work and employee satisfaction by means of a Group-wide personnel survey, for example. In the survey, the personnel assess their experiences of personal work ability, the working environment, the work atmosphere, safety at work, the content of their work, and supervisory work.

The response rate of the survey conducted in March 2023 increased to 73% (63% in 2022), thanks to the new survey implementation method. The goal of the new survey was especially to find out the degree of employee commitment as well as possible experiences of bullying or harassment. According to the survey, strengths reported by Apetit’s personnel included the sufficiency of their own resources at work, the impact of their own activities on the work atmosphere and cooperation with their immediate supervisor. The areas of development mentioned included the feedback culture and the increase of competence.