Social sustainability

Health and safety

Alltime is committed to a goal of zero accidents. Many of the services we provide involve working in hazardous environments, commuting in traffic or operating machinery, which create a material risk for injury or other health consequences. In order to mitigate these risks, we regularly monitor, share and discuss safety data with our personnel, as well as continually enhance our safety culture by improving processes, policies, guidelines and ways of working.

In Finland, Alltime has certified for the ISO 45001 occupational health and safety management system standard, highlighting our commitment to systematically develop health and safety processes.

Great place to work

Having satisfied and empowered employees is a strategic goal for us, which we believe is a critical business driver. Motivated and skilled people, who work safely as a team ensure we provide quality services to our customers and add value to their operations. To enhance employee satisfaction, we have focused on for example:

• Leadership: we have a comprehensive program for developing supervisors’ leadership skills
• Learning and development: we support employees who want to develop their skills by educating by completing degrees, as well as through our own Alltime Academy
• Employee benefits and occupational healthcare services to support healthy lifestyle, recovery and well-being

Our key KPI for this area is employee Net Promoter Score (eNPS), which for 2024 was +31, and the score for “my colleagues treat me well” in our employee satisfaction survey was 4.1 (scale of 0-5).

Diversity, equity and inclusion

At Alltime, we believe that by fostering a diverse and inclusive workplace, we can create a stronger, more innovative team and deliver better services to our customers. This happens by ensuring that our employees feel valued and respected, regardless of their background, gender, age, ethnicity, religion, disability, or other personal characteristics.

We continuously measure and assess employee and customer feedback to improve our practices. Regular engagement surveys, leadership evaluations, and feedback channels help us understand how well we are fostering a sense of belonging and equity within our workforce. We also provide structured opportunities for employees to voice their concerns and experiences through various forums, including health and safety committees, workplace discussions, and anonymous reporting mechanisms. Another indicator we follow is the share of women in management positions, which in 2024 was 23.5% (women representing 32.6% of the total workforce).

Alltime grassroots youth programme

Alltime’s sponsorships are centered around our own grassroots youth programme. Our own employees can submit suggestions to our programme biannually, and we select clubs, teams, associations or other organisations eligible for donations by drawing amongst those suggestions. This ensures we support grassroots level youth activities that are important to our employees and based locally in the communities where we provide our services.

The criteria for submissions is that candidates must enhance recreational activities (often involving, but not necessarily, sports) for under 18 year-olds. Alltime’s leadership team decides the total amount of donations given out before each biannual round of the programme, which is then further divided into several smaller donations per selected organisation. Since establishing the programme in late 2022, Alltime has donated about 20,000 euros through it.