Sustainability is a strategic priority at Mölnlycke and WeCare is our Sustainability roadmap for 2030. It means creating shared value for all our stakeholders. It is a driver for growth, innovation and productivity and an essential part of our employee value proposition.
Our ambition is to transform our business to become a global leader in sustainable healthcare1.
The WeCare roadmap is developed to create positive impact on the environment, people and economy. Through a materiality assessment, conducted to identify the most significant issues that represent sources of risk and opportunities for us and our stakeholders, we identified our three focus areas:
- Green mindset
- Responsible relationships
- Ethical business
For each of them, we have set ambitious long-term goals to achieve our sustainability targets. Watch the film below to find out more about our sustainability roadmap.
At Mölnlycke, we fully support the objectives of the UN’s Paris Agreement on climate change and our commitment is to reach Net Zero by 2050 at the latest, decoupling material use from our growth.
As a healthcare business, maintaining strong, mutually-beneficial relationships with all our stakeholders has always been paramount. We care for our customers, patients, and our employees as individuals, our suppliers’ employees – and societal development in general.
We expect all our employees to live up to the commitment to compliant and ethical business. Our ambition is to continuously improve the compliance framework supported by an embedded integrity mindset throughout the organisation.
Sustainability reporting centre
We are transparent about our impact on environment, people and society. Each year, we report on results and performance in our Annual Report. Mölnlycke's 2022 integrated Annual Report has been prepared in accordance with Global Reporting Initiative (GRI) standards in addition to the Task Force on Climate-related Financial Disclosures (TCFD) framework.
A robust framework of codes, policies and procedures ensures ethical behaviours throughout our business, in accordance with our strategy. The policies and procedures are defined and owned by the relevant functions, and approved by the Compliance Committee, the Executive Leadership Team and the board.
In 2018 the UK Government introduced a new legislation that all employers with over 250 employees are required to publish the gender pay ratio of their total UK business on an annual basis each April, for the previous year. This includes reporting on the gender pay gap and gender bonus gap (mean and median results), as well as the proportion of males and females receiving a bonus and the proportion of males and females in each quartile pay band.