Sustainability at StaffPoint Group

Our goal is to become the sustainability leader in the staffing and HR services industry by 2030. For us, this means continuously improving the impact of our core business – how people find employment, how skills are developed and how working life functions in practice.

We are building a working life where work ability is managed proactively, skills are continuously developed and diversity is recognised as a strength.

We believe sustainability is about more than reducing negative impacts. We want to build a working life that creates new opportunities for people, businesses and society.

We are guided by the belief that working life can always be improved by strengthening people’s skills, opportunities and potential. When people grow and develop, organisations and working life evolve as well – creating a positive impact on society around them.

1. Climate Change Mitigation

We reduce our greenhouse gas emissions by developing emissions calculation, reducing emissions from commuting and business travel among both our office employees and leased staff, and increasing the use of refurbished IT equipment.

Our goal is to reduce CO₂ emissions in relation to revenue and build practices that support a lower-emission working life, also in customer-facing operations.

2. Safe and Healthy Work for Our Own Employees

We ensure that our employees work in a safe and healthy working environment. We develop our safety culture in the long term, strengthen occupational safety training and prevent accidents proactively as part of everyday management.

At the same time, we support wellbeing at work and people’s ability to cope in a changing working life.

3. Fair Working Conditions, Pay and Skills Development

We promote a working life where working conditions are fair, pay is equal and people have real opportunities to develop their skills.

We develop training and career path opportunities, strengthen pay transparency and continuously monitor employee experience, wellbeing at work and skills development.

4. Diverse and Inclusive Workplace

We build a more equal working life by developing anonymous recruitment practices, strengthening diversity competence and increasing awareness of non-discriminatory recruitment.
Our goal is a working life where people have equal opportunities to participate, develop and find their place, regardless of background.

5. Information and Cyber Security in Services

We ensure the secure handling of data belonging to customers, employees and other stakeholders by developing information security practices, carrying out regular audits and training our personnel in information and cyber security.

At the same time, we continuously strengthen the security and reliability of our digital services.

6. Ethical Business and Responsible Culture

We operate transparently and ethically and strengthen a responsible culture across the Group.

We develop ethical principles, support responsible leadership and strengthen the use of sustainability criteria in customer and partner work. Our goal is to build a culture where sustainability is visible in everyday decisions and actions.

Responsible Practices

The quality, responsibility and employer practices of our operations are supported by several certifications, commitments and sustainability programmes.

• Vastuu Group’s Reliable Partner certificationOpens in a new tab

• Certified employerOpens in a new tab by the Finnish Immigration Service
• Finland Chamber of Commerce’s World-Class Workplace recognition Opens in a new tab

• UNHCR Refugee Friendly EmployerOpens in a new tab

Working Life Partnerships

We build a more responsible working life together with industry networks and partners.

• Human Resources HELA AssociationOpens in a new tab

• Finnish Paralympic CommitteeOpens in a new tab

• Deaconess Foundation’s Opportunity for Participation projectOpens in a new tab

Working Life Research and Development

StaffPoint regularly studies working life phenomena and the transformation of work. We use research insights to develop our own operations and actively participate in the discussion on the future of working life. Studies in Finnish.

• Study on young people’s expectations of working life

• Study on the employment of people aged over 50

• Survey and analysis on changing expectations around summer jobs

• Pulse survey on job seekers’ and employers’ expectations for summer work

• Recurring Interim Management market review

Recognition and Awards

Our work has also been recognised externally. We see recognition above all as encouragement to continue developing working life.

• Recruitment Act of the Year – StaffPoint and EK’s Työstä Turvaa projectOpens in a new tab

• Recruitment Act of the Year – Spring House’s IPS project

• Recruitment Developer of the Year – Anu AhokasOpens in a new tab

We are already doing a lot to build a more responsible working life. At the same time, we recognise that the work is never finished.

Working life is constantly changing, and that is why we continue to develop our own operations as well. Our goal is to move forward step by step – in a long-term, measurable way and together with our employees, customers and partners.

We monitor the progress of our sustainability work as part of normal management and report key results regularly. We develop our operations through goals, indicators and continuous dialogue.

Our first sustainability report in accordance with the VSME standard will be published based on 2026 data.