Staff

The staff survey showed that the well-being of the work community was still at an excellent level overall. The sickness leave percentage was 3.5 % of theoretical working hours. During 2024, the focus of developing the entire Blood Service work community was on improving well-being, particularly in terms of psychological stress, renewal and skills development, developing the operating culture, and promoting equality work.

Targeted group coaching and low-threshold appointments with a work psychologist were offered to support well-being. We continued to promote work ability by providing a wide range of well-being and exercise benefits, such as company bicycles and commuting incentives for those who come to work by bike or on foot. In 2024, this incentive was paid to 185 employees. The entire staff was involved in working on important common goals through strategic competence team workshops and culture discussions at the organizational level. We trained our supervisors on equality issues and updated our salary system.