Responsibility starts with people. We at Fibox believe that progress comes from consistently striving to create safer, fairer, and more respectful workplaces. Embedding Environmental, Social, and Governance (ESG) principles into our HR practices is a key part of that commitment.
In Human Resources, ESG translates into tangible actions, promoting inclusivity, encouraging open communication, safeguarding employee well-being, and upholding fair, equal, and non-discriminatory labour practices.
According to Mari Haapasaari, Fibox’s Global HR Business Partner, ESG principles help guide HR work in concrete ways, including fair hiring and training processes, initiatives to promote ethical behaviour, and leadership practices that support a positive company culture.
“For us, ESG themes are always present. Right now, we’re focusing especially on training, equality and non-discrimination, employee well-being, and helping employees better understand their roles and goals,” Mari explains.
Turning Responsibility Into Everyday Practice
Fibox's HR and ESG functions are responsible for company-wide initiatives that bring ESG values to life. This includes developing processes such as the company’s Code of Conduct, Speak Up procedures, and the annual Employee Survey, now in its third year. One of the latest initiatives is the Global Guideline for Addressing Inappropriate Behaviour, which will provide a clear and consistent framework for action.
“Everyone deserves a safe workplace and equal opportunities,” Mari says. “We build processes that support this, but it also requires fostering a culture where respect, inclusion, and open dialogue are part of everyday work. This needs the active contribution of everyone.”
Another focus is refining the appraisal and development process to support ongoing growth and feedback, and to recognise the person behind the role. In addition to discussing responsibilities, goals, and performance, the dialogue also includes well-being, learning objectives, and career aspirations. A comprehensive discussion is always held at the beginning of the year, while shorter follow-up conversations are recommended on a monthly basis.
Building a Strong Global Culture Through Connection
Fostering unity across a global organisation takes effort. At Fibox, informal moments like celebrating anniversaries or spotlighting employee career stories on the Intranet play a powerful role in building community.
“We want to lift up our people and celebrate their journeys. Sharing career stories not only recognises individuals but also inspires others both internally and externally through channels like LinkedIn and our career page.”
Some initiatives start locally and may later expand globally. For example, Finland’s Wellbeing Day (“työhyvinvointipäivä”) was held for the first time this spring as a pilot. Different countries already organise various team-building activities, and HR encourages and supports these efforts to strengthen engagement and connection across teams.
New eLearning Platform Promotes Responsible Practices
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With rapid technological change and evolving business needs, the demand for continuous learning is growing. To meet that challenge, Fibox is launching a new global eLearning platform, designed to deliver impactful training on a range of topics from ethics to IT, HR, and leadership.
The first module, “Ethical Practices at Fibox,” will raise awareness on responsible decision-making and ESG values in everyday work, with additional modules to follow.
“Our goal was to create an accessible learning hub for all employees, regardless of location, to build knowledge on important topics,” Mari explains.
The platform was launched in Finland in September, with a global rollout planned for the end of this year.
Beyond learning, the platform will support VSME standard reporting (Voluntary Reporting Standard for SMEs) and help shape Fibox’s long-term training strategy. While HR will administer the system, managers will be able to track their teams’ progress and support their development.
New Global Equality & Non-Discrmination Survey
As part of its ESG work, Fibox is launching its first global Equality and Non-Discrimination Survey. The aim is to raise awareness, provide guidance, and understand how well the company is promoting fair and inclusive practices.
The survey covers areas such as recruitment, compensation, career advancement, and access to training, seeking to identify any experiences or observations of discrimination or unequal treatment. It also includes guidance on how to seek support or report concerns.
“Our existing Employee Survey includes ESG-related items but hasn’t fully explored differences by gender or other background factors. This new survey is much more comprehensive in detecting potential discrimination or inappropriate treatment,” says Mari.
The survey addresses key areas of potential discrimination, including age, ethnic background, origin, disability, gender identity, and sexual orientation.
It has been developed in collaboration with Eezy, and responses are completely anonymous. Data will be segmented by country, gender, and age to inform a meaningful Equality and Non-Discrimination Action Plan.
“Even if we don’t find any alarming issues, our mindset is always about improving. That’s the core of responsibility,” Mari emphasises.
ESG in HR as a Strategic Advantage
Integrating ESG principles into HR is more than a compliance measure. It’s a strategic driver of employee engagement, culture, and long-term success. It also helps attract top talent who value ethical, inclusive, and empowering work environments.
“Across the globe, people value autonomy, trust, and being treated as whole individuals. They want their ideas heard and their contributions recognised,” says Mari.
While we are still at the beginning of our ESG journey, Fibox has a history of more than 30 years of doing many things right. Some of our employees have been with the company for their entire careers, growing alongside Fibox.
We believe that long careers are possible when people feel connected, respected, and have opportunities to develop. At the same time, we know there’s always room to improve. By gradually embedding ESG principles into our HR practices, we aim to strengthen these foundations and support our employees in meaningful ways.
