An important part of Stena’s business is about helping employees in skills development, both to support the company’s needs but also the employee’s personal development and job satisfaction.

Competent managers in the Stena Group must be able to develop both their own activities and their employees. In 2014, Stena therefore developed new tools and processes for further development of the Group’s managers. An initial survey of managers and their skills has been conducted for the purpose of defining priority areas for further development. An important parameter is also to identify tomorrow’s managers in order to ensure succession within the Group.

Cooperation between HR managers at the different Group companies has created awareness about the resources and opportunities available within Stena, which contributes to increased opportunities for the exchange of personnel and new career paths between the companies.

In January 2015, a new management development programme was launched, and 125 managers in the Group are taking part in the first session over a period of 12 months. The aim is for participants to prepare for future challenges, build networks between companies and get to know their own strengths and weaknesses. Similar activities will continue next year with more managers, key personnel and experts in various parts of the Group.

Mentoring programmes develop employees and operations

Stena currently has many different types of activities spread over large parts of the world. A focus on internal development work is important in maintaining and developing Stena’s successful business model. Since 2010, the Stena Sphere has run an internal mentoring programme that is aimed at creating meetings and knowledge-sharing between Stena’s employees from different areas.

Niclas Ingeström of Stena IT and Emelie Ekberg from Business Administration were two of the participants in the programme during 2013–2014.

Niclas: It’s absolutely brilliant that Stena has a mentoring programme. I love to see people around me grow, and that’s why I wanted to take part. The most important thing is that you’re involved and share your experiences. It’s really good that different companies and departments are part of the programme, as this contributes to greater knowledge about Stena and gets the Group to grow.

Emelie: When I was asked to participate in the mentoring programme I saw it as a great opportunity. You get to know about other parts of the Group, and you also have an experienced mentor who can share their thoughts and experiences. Niclas has got me to grow and move forward in my professional role and I’ve achieved the goals we set at the beginning of the programme. I’ve received practical advice and tools that will benefit me for the rest of my life.

”By giving visibility to both people and the possibilities that exist in our operation, the company’s resources can be utilised in the best way.”

– Eva Hansdotter, HR Director, Stena AB

Stena voice

Stena Voice is a regular employee survey of how employees perceive their overall work situation, and is completed by all Stena employees. The survey questions relate to working environment, performance management, organisation, human resources and leadership. The survey is conducted every 12 or 18 months depending on the company and is measured on a scale of 1–5.

Results from Stena Voice

Stena AB Group
excl. Stena Line
2010 2012 2013
Performance appraisal
(% of staff)
70% 83% 85%
Stena Voice results 4.51 4.46 4.47
Departments with over 4.0 in Stena Voice 91% 89% 91%
Stena Voice response rate 97% 99% 99%
Stena Voice is conducted every 18 months in these companies. The next survey takes place during 2015.
Stena Line 2012 2013 2014
Performance appraisal
(% of staff)
81% 72% 71%
Stena Voice results 4.16 4.11 4.09
Departments with over 4.0 in Stena Voice 74% 69% 65%
Stena Voice response rate 95% 93% 93%

Stena Voice is conducted every 12 months in this company.


For Stena, care is important in all activities. A safe and secure workplace is conducive to more efficient operations. Comprehensive safety work is carried out on a daily basis on board Stena’s vessels and drilling rigs.


Lost Time Injury Frequency is a measure of workplace safety used for the crew on board. LTIF is stated as the number of Lost Time Incidents (injuries that leave the employee unable to work the following day) per million exposure hours worked.

Health & Safety, LTIF 2012 2013 2014
NMM 0.35 0.36 0.58
Stena RoRo 0.00 0.77 0.39
Stena Drilling 0.51 0.58 0.00
Stena Bulk 0.20 0.18 0.18
Stena Line1) 2.83 2.19 1.82
1) Including service staff for passengers

Next in Sustainability Report