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Competence Development, Careers, and Leadership
We take a structured and forward-looking approach to competence development, career progression and leadership, ensuring that our workforce has the skills and capabilities needed to support both long term business performance and a sustainable working life. Our approach is aligned with our business strategy and the requirements of the CSRD, with a strong emphasis on employability, continuity and responsible leadership.
Our workforce is diverse in terms of roles, employment types and geographical presence.
To provide transparency on our labor workforce, we monitor and report key workforce data, including total headcount, gender distribution, employment type (permanent, temporary and other arrangements) and regional representation.
All employees are supported through a structured onboarding process and provided with continuous learning opportunities throughout their employment.
Development dialogues between managers and employees form the foundation for identifying skills needs, career aspirations and individual development plans. Learning is supported through digital learning platforms, targeted training initiatives and role specific competence development, with regular follow up to ensure long term skills growth.
Career development and succession planning are conducted systematically and integrated into our people processes. These activities support internal mobility, knowledge transfer and business continuity, and provide employees with clear opportunities for professional growth.
We also monitor workforce dynamics such as new hires and employee turnover, as these indicators provide important insight into organizational health, attractiveness as an employer and long-term workforce sustainability.
Leadership development is a prioritized area, recognizing the critical role leaders play in driving performance, employee wellbeing, and a strong safety and ethics culture. Managers participate in continuous leadership capability building activities and are regularly evaluated. Insights from evaluations, employee surveys and structured feedback processes are systematically translated into concrete improvement actions at both individual and organizational levels.
During 2025, managers participated in formal training focused on practical occupational health and safety management.
The training strengthened managers’ ability to apply applicable laws and regulations, proactively manage work environment risks, and create conditions that support both employee wellbeing and sustainable business results. By strengthening leadership competence in this area, we reinforce our commitment to a safe, compliant and inclusive workplace.
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Female Leadership and Gender Balance
We are committed to promoting gender balance in leadership and ensuring equal opportunities for career advancement across all levels of the organization. Strengthening the representation of women in leadership roles is an important part of our efforts to foster an inclusive, diverse and high‑performing organization.
Gender equality is embedded in our people and leadership processes, including recruitment, development, succession planning and performance management. Leadership roles are filled based on competence, experience and potential, with ongoing efforts to ensure fair and unbiased processes. By supporting equal access to development opportunities, we aim to create conditions that enable more women to progress into leadership positions over time.
We continuously monitor gender representation within our workforce and leadership as part of our workforce analysis. The results are used to inform priorities, guide development initiatives and support long‑term improvement in gender balance at different organizational levels.
Leadership development initiatives are designed to be inclusive and accessible, supporting both current and future leaders through structured development programs, performance dialogues and career discussions. We view diverse leadership teams as a key driver of sound decision‑making, strong governance and sustainable business performance.
Working Conditions,
Equal Opportunities
We are committed to providing fair, high‑quality working conditions that promote employee security, wellbeing and long‑term employability, and that support a sustainable and resilient business. Our employment practices are founded on respect for labor rights, compliance with applicable legislation and constructive social dialogue.
All employees are covered by collective bargaining agreements, which regulate key employment conditions such as working hours, compensation, leave, pensions and insurance in accordance with applicable labor laws. Permanent employment is offered on a full‑time basis, unless an employee voluntarily chooses reduced working hours.
Collective bargaining coverage 100% of employees.
Equal opportunities are a core principle at Flir.
We are committed to ensuring equal treatment and non‑discrimination regardless of gender, age, background or gender expression. We promote an inclusive workplace culture where all employees are respected, valued and given equal opportunities to develop and contribute. This commitment is reinforced through alignment with Teledyne’s global policies, values and governance frameworks.
We are committed to fair wages and transparent compensation principles. In addition to base compensation, employees are offered benefits such as wellness allowances, occupational pension schemes and parental pay, supporting both financial security and overall wellbeing. Fair wages aligned with market benchmarks and collective agreements.
Health & Safety
Every company has a responsibility to safeguard the health, safety and wellbeing of its employees. Safe and secure workplaces promote good health and increase employee satisfaction, engagement and performance. Maintaining high standards in working conditions helps us as an attractive employer and supports our ability to attract and retain skilled talent. Good working conditions benefit employees, the company and society at large, and our high level of ambition makes a tangible difference for our workforce.
Providing a safe and healthy work environment is therefore a core responsibility for Flir. We are committed to preventing work‑related injuries and ill health and to continuously improving both the physical and psychosocial work environment. All employees are required to follow established workplace policies and procedures, and to immediately report any unsafe working conditions, incidents, injuries or accidents.
Beyond the physical work environment, we actively promote a positive work climate through initiatives that support development opportunities, wellbeing and a strong company culture. As part of our ongoing digitalization journey, improvements to risk assessment processes have strengthened our ability to identify, manage and mitigate workplace risks, contributing to increased safety and efficiency.
Ergonomics has been a particular focus area. A comprehensive ergonomic review was conducted across the site by an EHS engineer, resulting in targeted improvements to workstations and work methods to minimize the risk of ergonomics‑related injuries. These measures form part of our systematic approach to creating safe, healthy and sustainable working conditions for all employees.
Employee survey response rate
Employee Survey
We conduct employee surveys once a year to systematically capture employees’ experiences, engagement levels and development needs. This long‑standing practice, has been in place since 2005, provides a consistent and reliable basis for understanding employee perspectives over time and for tracking trends related to engagement and the work environment.
Participation in the surveys is monitored to ensure adequate response levels and data quality, enabling sound and reliable conclusions.
Survey results are analyzed both at an overall company level and within individual organizational units. The insights gained form an important foundation for structured dialogue between management, leaders and employees, and support targeted, evidence‑based actions to strengthen engagement, wellbeing and long‑term development.
Based on the outcomes, priority improvement areas are identified and translated into concrete actions. These actions are defined, monitored and evaluated over time through established follow‑up processes. Follow‑up activities are integrated into regular management routines to ensure accountability, progress tracking and continuous improvement.
Engagement index - overall satisfaction score
Agerus Performance Culture Index
Our People: Experience, Engagement, and Long-Term Commitment
Our employees are at the heart of our success.
Many of our colleagues have chosen to stay with the company for a long time, contributing with their experience, knowledge, and commitment to both our daily operations and long-term development.
We see long time within the company not only as a sign of stability, but also as an indicator of a positive working environment built on trust, respect, and opportunities to grow.
We strive to provide a workplace where people feel valued, listened to, and supported throughout their careers.
This includes a safe and healthy work environment, opportunities for learning and development, and an open culture where employees are encouraged to share ideas and perspectives.
We believe that when people feel engaged and respected, they are more likely to thrive – and to want to stay.
To better reflect what it is like to work here, we spoke with employees who have been part of the company for many years. Through their experiences, they share what has motivated them to stay, how they have developed over time, and what makes them proud to be part of our organization. Their voices provide an important perspective on how our values translate into everyday working life.
Bozena Klasson
Over the years, Bozena has taken on a variety of roles across the organization, including assembly, circuit board inspection, lens production, and warehouse operations.
Gunnar Palm
Gunnar Palm has been part of the company for over two decades and currently works as Project Manager for Special Engineering and Project support within R&D.
