2017CONSTI GROUP PLC

CORPORATE SOCIAL RESPONSIBILITY REPORT

CORPORATE SOCIAL RESPONSIBILITY REPORT

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INTRODUCTION 4

The premise of the CSR report 4

The CSR report’s goals 4

Managing CSR 5

1. HEALTH AND SAFETY 6

1.1. General 6

1.2. Maintaining and developing occupational safety 6

1.2.1. Work site safety procedures 6

1.2.2. Accident monitoring and preventing accident risks 7

1.3. Supporting work capacity 8

1.3.1. Occupational healthcare and early support 8

1.3.2. Company support to employee wellbeing 8

1.4. A healthy work environment 8

1.4.1. The healthiness and safety of work environments 8

1.5. Taking into account end users and stakeholders 9

1.5.1. Controlling moisture and dust 9

1.5.2. Inside air quality 9

1.5.3. Usage instruction and maintenance guidelines for end users 9

2. WORK LIFE PRACTICES 11

2.1. Employment and employment contracts at Consti 11

2.1.1. General 11

2.1.2. Supporting initiatives 11

2.1.3. Incentive scheme 11

2.1.4. Fixed term employment contracts 11

2.1.5. Preventing and solving disputes 11

2.2. Terms of employments 12

2.2.1. Complying with employment legislation 12

2.3. Equality and diversity 12

2.4. Development and training issues 12

2.4.1. Work orientation 12

2.4.2. Talent development 13

2.4.3. Training planning 13

2.4.4. Performance appraisal discussions 13

3. ENVIRONMENT 14

3.1. Work site environmental plans 14

3.2. Waste treatment and final disposal 15

3.3. Material efficiency 15

3.4. Energy efficiency 15

4. SOCIAL RESPONSIBILITY 16

4.1. Ethics 16

4.1.1. Preventing grey economy 16

4.1.2. Anti-corruption activity 16

4.1.3. Discrimination and members of society in weak positions 17

4.1.4. The use of approved construction equipment 17

4.1.5. Tenders and contracts 17

4.1.6. Responsibility extending throughout the supply chain 17

4.2. Developing society 17

4.2.1. Improving the living environment 17

4.2.2. Creating jobs 17

4.3. Stakeholder collaboration 18

4.3.1. Educational institutes 18

4.3.2. Developing the entire industry 18

4.4. Charity and supporting activity 18

5. DEVELOPMENT AND MONITORING 19

5.1. Indicators 19

5.2. Monitoring and goals 20

CONTENT

THE PREMISE OF THE CORPORATE SOCIAL RESPONSIBILITY REPORTConsti Group Plc (later Consti) is a company specialized in renovation construction and building technology. The company listed on the Helsinki stock exchange main list at the end of 2015. Due to a history including several corporate acquisitions, many different corporate cultures have merged together in Consti. Development and the pace of change have been rapid also because of organic growth.

Corporate social responsibility was at first referred to as ESG (Environment, Safety and Governance). Generally, the subject is known as CSR (Corporate Social Responsibility), which is a method of describing CSR issues according to the ISO 26000 standard. The aim of the report is to produce information that serves Consti’s customers and other stakeholders. The aforementioned standard has however been a basis for this report together with other general methods of depicting CSR and ethics. Issues that are most relevant for Consti have been chosen and emphasized in this report.

The premise for Consti’s responsible and environmentally respectful operations are good, because Consti’s business idea is to repair and renovate our current living environment and thus improve the users’ wellbeing and enhance the quality of living of the entire society. CSR is part of the strategy and the business strategy also outline several CSR related issues, such as partaking in energy efficient building.

Consti has been listed on the Nasdaq Helsinki Ltd’s main stock exchange list since December 2015. As a result of the listing, Consti’s operations are even more transparent and open due to continuous reporting. All the company’s stakeholders can look into the company’s

INTRODUCTIONsituation, key financial indicators and future outlook every three months. Continuous feedback from the market is a strong incentive for developing the company and operating in an even more ethical, open and responsible way. Being a listed company is also beneficial in recruitments and engaging the personnel. At Consti, employees are a significant owner group after the listing, together the employees own nearly one fifth of the company’s shares. The company now has nearly 100 employees as shareholders (03/2017). This motivates and help direct actions towards societally responsible issues that create shareholder value.

THE CSR REPORT’S GOALSA CSR report is one method of communicating about a company’s responsible, shared modes of action and transparently portray them to clients and other stakeholders, as a listed company should. It depicts the owners and managements’ aspirations as a guideline for all stakeholders. A risk management perspective is also seen as important; for instance, should risks relating to the environment or ethics occur, they may significantly harm a company’s value, and thus the importance of deterring and managing them must be acknowledged. When CSR issues are gathered together in one publication, they become easier to handle as a whole. Simultaneously, any gaps and development needs in the current guidelines are noticed.

In this report, Consti’s operational principles in CSR related issues are presented. Additional information and more detailed guidelines are available in public legislation and regulations, Consti’s intranet’s operational guidelines and model documents. The handbook covers CSR issues on a scope that enables readers to form a comprehensive picture of how CSR is managed at Consti.

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INTRODUCTION

MANAGING CSRThe CSR report was produced for the first time in the beginning of 2014 and it is a continuous and updated part of Consti’s management. The report was compiled in a work group and approved by Consti’s Management Team and Board of Directors, after which it was published in Consti’s intranet. Hereafter, managing CSR became a part of Consti’s continuous management routines.

The report’s structure was set up in the CSR development work group, where CSR ISO26000 standard topics were ranked according to Consti’s values. The workshop participants were Consti’s Management Team and ESG work group that has representatives from each of Consti’s business areas.

At the workshop, a task was set to reflect in groups upon the significance of ISO26000 topics to the company’s operations and stakeholders and then based on this, determine their prioritizing. The table below shows the group work summary’s average outcome.

Based on the results, 4 themes were comprised, in which important issues to Consti’s business and stakeholders are discussed, and on which the structure of this report is also based. The theme’s headlines do not directly comply with the ISO26000 division, as they were formed by restructuring those sub-topics that were seen as most significant to the company.

CONSTI’S CHOSEN SUSTAINABILITY THEMES:

1. Health and safety2. Labor practices3. Environment4. Social responsibility

ISO26000 TOPICS THE TOPIC’S EMPHASIS

Human rights 8%

Labor practices 29 %

Environment 20%

Fair operating practices 18 %

Consumer issues 16 %

Community involvement and development

9 %

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The report’s source information and guidelines are updated alongside changes in the operations at hand. Changes to the CSR report itself are conducted annually, typically after the strategy round. At this time attention is paid to whether changes in the strategy cause need to update the CSR report.

Ultimately, updating the CSR report is the responsibility of Consti’s operational management. The report is also approved by Consti’s Board of Directors. The reports operative updating tasks are carried out by Consti’s HR and development functions.

The CSR report is one dimension of corporate social responsibility, but practical CSR is carried out in everyday operations. CSR must be monitored and measured continuously. Therefore, a monitoring measure is included in the CSR report. Annual assessments of how the operations comply with the set goals and guidelines are made based on the monitoring measure results. At the beginning of each year, the results are updated, and a CSR summary based on the update is published as a part of the financial statement.

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1. HEALTH AND SAFETY

1.1. GENERALIt is the employer’s responsibility to offer employees a safe and healthy work environment. Safety is emphasized in the construction business where injury and occupational disease risks are high and where a small mistake can have considerable consequences.

At Consti this topic is seen as extremely important and it is part of everyday operations especially at work sites. Long term development work to improve health and safety is carried out on a business and business area level. A wide-scale corporate level danger assessment was conducted at Consti, which identified key safety risks and safety improving development actions.

With active monitoring of safety related indicators such as for instance accident frequency and TR-measurement levels,

deficiencies can be dealt with rapidly by agreeing on clear, safety enhancing modes of operation.

With active monitoring of safety related indicators such as for instance accident frequency and TR-measurement levels, deficiencies can be dealt with rapidly by agreeing on clear, safety enhancing modes of operation.

Safety issues are dealt with monthly at Management Team meetings and they are the first issue on the agenda. Safety procedures and indicators are also planned and monitored in the group’s joint safety team that assembles approximately every two months.

Prevention is key in occupational healthcare as well. Good results in maintaining work capacity and controlling sick leaves have been achieved by investing in high quality and comprehensive occupational healthcare.

1.2. MAINTAINING AND DEVELOPING OCCUPATIONAL SAFETY

1.2.1. WORK SITE SAFETY PROCEDURES

Safety procedures at work sites are central to preventing accidents at work. Work site safety management starts from a corporate level danger assessment and work site specific risk analysis. Procedures are depicted both in a separate safety plan and as a part of all production and work phase planning, such as area planning, project planning, task planning etc. Separate safety plans are made of critical work phases, such as fall protection plans, hot work plans and disposal plans.

Supervising work site safety is one of the central duties of work site supervisors in every day work supervision situations. In Consti’s case special attention is paid to racking, work surfaces, and general cleanliness which are often challenging at renovation sites. A general overview of safety issues is conducted weekly during TR-measurements, and observed deficiencies are immediately fixed.

Occupational safety committees and the employees’ safety representatives acting at subsidiaries have their own input to the Image: Pasi Salminen

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HEALTH AND SAFETY

1. HEALTH AND SAFETY Work orientation and valuable information gathered during orientations are also key to mastering safe work procedures. An employee who is well familiarized to operations has adequate information of the company’s operational guidelines and procedures aiming at ensuring safety, and is aware of accident risks and their prevention.

maintaining and development of occupational safety. The committees’ task is to advance safety and health at the workplace. In practice this means actively monitoring work conditions and immediately intervening with any shortcomings.

Work orientation and valuable information gathered during orientations are also key to mastering safe work procedures. An employee who is well familiarized to operations has adequate information of the company’s operational guidelines and procedures aiming at ensuring safety, and is aware of accident risks and their prevention.

1.2.2. ACCIDENT MONITORING AND PREVENTING ACCIDENT RISKS

Accident frequency is monitored on a monthly basis at Consti, the indicator depicts the number of occurred accidents in relation to work hours conducted. The relation is calculated as accidents per one million work hours.

Pertaining to general practice those accidents are taken into this calculation, in which the accident was followed by at least one day of sick leave.

Consti’s annual accident frequency: • 2012 accident frequency 38 • 2013 accident frequency 35 • 2014 accident frequency 40 • 2015 accident frequency 26 • 2016 accident frequency 22

Many steps have been taken during recent years to decrease accident frequency, and work on this front is ongoing. For example, Consti has a policy of discussing accidents in order to further clarify reasons leading to the incident. The discussion also helps develop and improve

operational models and circumstances that have led to the accident.

As a part of improving occupational safety Consti has been a part of Safety park (Turvapuisto) activities since the beginning of 2015. The Safety park is an occupational safety training track, which was founded in 2009 as an initiative by Rudus. Its intention is to improve occupational safety in the entire construction industry. Rudus has gathered numerous construction industry contractors and other businesses in the industry to join it as partners in developing the park and utilizing it in occupational safety training.

Like other companies, Consti’s aim is to use the park in work orientation, occupational safety training and awareness-raising. Consti has its own work safety site at the park, at which typical worksite situations are showcased from a work safety point of view. All Consti employees will visit the park, including summer interns.

Risk control methods are continuously developed. Document templates, operational models and guidelines are collected in the project support system and they are actively updated. Consti has meticulous guidelines on safety gear, which also take into consideration the requirements of different jobs.

The Site Manager Enterprise Resource Planning system that Consti has had in use since the beginning of 2016 is mainly utilized in worksite access control and reporting according to the Act on Assessment Procedure, which in 2017 was expanded to include many operations relating to safety. With this expansion, safety measurements can be carried out electronically with mobile equipment, which makes the information available for responsible parties in real-time and ready for further reporting. Site Manager also includes forms for making safety observations and notifications on close call situations, which accelerates and streamlines their processing and reporting to a company and group level. The service enables anybody to make a safety observation on the teehavainto.fi website. The safety operations of Site Manager will be taken into use comprehensively at Consti during 2017 and the information it provides will be used to further develop reporting and the utilization of the information.

In addition to general operational procedures, every Consti employee is responsible for taking care of their own personal protective gear and work site safety. A great deal can be achieved merely with adequate communication and by seeing to work site cleanliness.

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1.3. SUPPORTING WORK CAPACITYGood cooperation with occupational healthcare and pension insurance companies is extremely important in identifying and preventing work capacity problems. Other ways of supporting work capacity include developing supervisor work and seeing that work equipment is always appropriate.

The success of actions aiming to support work capacity are monitored by joint steering groups of Consti, occupational healthcare, and pension insurance companies.

1.3.1. OCCUPATIONAL HEALTHCARE AND EARLY SUPPORT

Consti’s occupational healthcare is bought as an outside service. Occupational healthcare refers to collaboration complying with occupational healthcare legislation, which helps maintain and develop the employees’ health, the work environment’s safety and work community’s actions and prevent occupational diseases and accidents.

Operational models relating to occupational healthcare, contact persons and documents are available for employees on the company’s intranet.

Consti has an early support model in use and there is a written guideline regarding it. The guideline has been distributed to the entire personnel and it is abided by in all Consti’s units.

1.3.2. COMPANY SUPPORT TO EMPLOYEE WELLBEING

Consti Group promotes employee health by providing various benefits. The personnel are

entitled to exercise and cultural vouchers, which enable active pastimes and also many other kind of leisure activity.

The personnel also have several kinds of discounts for example for fitness center services.

In addition to the support mentioned above, the company also financially supports Consti Urheilu Ry – a sports club founded by Consti personnel. The club offers employees opportunities to enjoy various kinds of sports activities. The joint exercise hobby creates comradeship and also helps maintain work capacity.

1.4. A HEALTHY WORK ENVIRONMENT

1.4.1. THE HEALTHINESS AND SAFETY OF WORK ENVIRONMENTS

Consti’s operation occur largely at work sites in old buildings, in which good work environments must be arranged due to legislation and regulation, as well as general wellbeing. Often this is arranged either in the existing facilities in the building or using construction barracks brought on-site. In setting up social facilities, measurements and quality levels comply with general guidelines and regulations, and in addition with guidelines made applicable for internal renovation work in buildings. Attention is paid also to the facilities’ cleanliness and sufficient cleaning frequency.

If Consti acts as a subcontractor in a project, the work facilities are provided by the main contractor. The main contractor is expected to comply with equivalent guidelines.

The entire work site can be seen as the employees’ work environment. Occupational safety regulations and good construction practice principles are complied with at the entire site to ensure that work can be carried out daily in a safe and healthy environment.

Consti’s office facilities in all business areas are set up in such a way that aims to showcase the company’s values and help add work wellbeing. The ergonomics of work stations has been seen to with appropriate furniture and IT-solutions. Sufficient social facilities are found at each office. Interior design choices also aim at adding work wellbeing.

Consti’s occupational healthcare is bought as an outside service. Occupational healthcare

refers to collaboration complying with occupational healthcare legislation, which

helps maintain and develop the employees’ health, the work environment’s safety and

work community’s actions and prevent occupational diseases and accidents.

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HEALTH AND SAFETY

Consti participated in the Finnish Institute of Occupational Health’s prevention work group that aims at preventing occupational disease occurrence among professionals working with epoxy. Based on the work group’s efforts, model protection guidelines have been published. The Finnish Institute of Occupational Health also studies the efficiency of protection and the volatility of used substances.

1.5. TAKING INTO ACCOUNT END USERS AND STAKEHOLDERS

1.5.1. CONTROLLING MOISTURE AND DUST

Controlling moisture and dust is important not only to workers and persons visiting the site during a project, but also to future users of the facilities to whom for example failure in moisture control can be a health hazard. The premise is to keep the work site continuously clean and sufficiently dust free. This is monitored with weekly TR-measurements. In moisture control the key issue is to prevent moisture from getting into the structures, ensure adequate drying times, and store material in such a manner that ensures they are not exposed to moisture.

Consti’s operating system includes templates for moisture and dust control plans. Such plans are made for work sites as need be. The need is assessed while making the project plan at the beginning of a project and/or during the project’s opening meeting. The plan includes descriptions of central risk factors, preparing for them, tasks and responsibilities. The plans are regularly updated documents into which carried out actions and changes in risks etc. are added as need be.

1.5.2. INSIDE AIR QUALITY

The inside air quality of renovation sites is to some extent tied to dust control, which was discussed in the previous section. In addition to taking care of the inside air of work sites, Consti’s renovation sites often also aim at improving the air quality and inside conditions for end users. Complying with contractual responsibilities and site-specific targets, Consti aims to achieve for example Indoor Air Class indicator results. Responsible business

operations also require that Consti as an expert assesses plans and informs the developer should for example solutions putting indoor air quality at risk be included in the plans.

At work sites, responsible contractor requirements must be taken care of relating to demolition waste which is a health hazard, such as asbestos etc. and seeing to its appropriate handling and final disposal. Preventing any hazardous substances from remaining in the building’s structure is equally important, as any remaining substance could harm the end users’ inside air conditions. For example, ventilation pipes must be sealed for the duration of the work project and if necessary cleaned before the building is taken into use. The material and substances used on the work site must be as stated in the Indoor Air Class, emission free and healthy both for the installers and the users.

Actions relating to inside air quality are described in the work sites’ planning documents and environmental and dust control plans.

1.5.3. USAGE INSTRUCTION AND MAINTENANCE GUIDELINES FOR END USERS

The impact of Consti’s action to the safety and health of buildings it has renovated does not end when the project is finished. During the project, preconditions are set for healthy and environmentally friendly use, maintenance and life cycle management. A prerequisite to this is that the use conditions stay good and the buildings energy use and environmental impact are at an appropriate level. To accomplish this both the maintenance personnel and users must know how to use the buildings systems, facilities and equipment correctly. In the future we will invest more and more into the development of AI-features and user interfaces of real estate systems.

Consti’s operating system includes guidelines for actions upon the delivery stage. At large work sites these actions are planned separately for each site in the work site finishing plan. This plan includes necessary maintenance and usage instruction plans. In addition, a separate appendix to this plan is made together with the developer and the organization using the building, in which training, responsibilities and participants are described. In residential building renovations information events are held for inhabitants to communicate new solutions, and tell about their use and maintenance.

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WORK LIFE PRACTICES

2.1. EMPLOYMENT AND EMPLOYMENT CONTRACTS AT CONSTI

2.1.1. GENERAL

Consti abides by the Act on Co-operation within Undertakings. The goal is to conjointly develop the company’s operations and the employees’ opportunities to affect decisions made in the company regarding the employees’ work, work conditions and position in the company. The aim is to also tighten collaboration between the employer, the employees and employment service officials to improve the employees’ position and to support their employment prospects in case of changes in the company’s operating environment.

2.1.2. SUPPORTING INITIATIVES

Consti encourages employees to make initiatives in all its business areas. If the initiative is about an exceptional invention or suggestion, the company regulations regarding invention made during employment is complied with.

In Consti Talotekniikka Oy a validated initiative system is in use and an initiative committee monitors its actualization.

2.1.3. INCENTIVE SCHEME

Consti has an incentive scheme for its white-collar workers that aims at engaging employees and encourage them to excellent performance by rewarding work performance that exceeds targets.

The white-collar workers’ incentive scheme is set up for three different professional groups: permanent white-collar professionals, work site white-collar professionals, and work site and installation chiefs and other corresponding chiefs with profit responsibility. The principles of the incentive scheme have been distributed to supervisors, who go through them together with their subordinates when agreeing on incentives. The payment terms and bonus amounts are approved by the CEO and Business Area CEOs.

2. WORK LIFE PRACTICESConsti Group Plc’s Board decided to supplement the company’s incentive scheme with a new share-based bonus plan at the end of 2016. The aim of the new plan is to merge the objectives of the shareholders and key people in order to increase the value of the company in the long-term, to engage key people to the company, and to offer them a competitive reward plan based on earning of the company’s shares.

The plan offers the key people included in the plan the opportunity to earn company shares as bonuses by altering half or all of their performance based bonuses into shares. Consti can offer one share as a bonus reward per each two shares purchased, if the person’s two-year commitment period is fulfilled, as stipulated in the incentive scheme’s terms. A person must thus work for Consti for two years after the one-year earning period to fulfil the incentive scheme payment terms. The plan can include a maximum of approximately 70 key people and it was taken into use in the beginning of 2017.

2.1.4. FIXED TERM EMPLOYMENT CONTRACTS

Consti Group’s principle is to make permanent employment contracts. Fixed term employment contracts can be made on an individual basis if need be.

The majority of Consti’s employment contracts are permanent. The proportion of fixed term contracts of all employment contracts can be seen in the report’s appendix 1.

Fixed term contracts are made for relevant reasons, which are:

• Temporary posts

• Seasonal work

• Project work

• Summer internships

• Internships

• The employee’s own requests.

Consti Group’s principle is to make permanent employment contracts

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2.1.5. PREVENTING AND SOLVING DISPUTES

Consti complies with the Finnish occupational legislation in force. In all the company’s actions, the aim is to prevent any possible disputes from materializing. Should problem situations arise, the employee can ask for guidance from the health and safety representative, health and safety chief or workplace steward.

Consti’s work places do not tolerate bullying. Preventive action instructions have been drawn up at Consti relating to bullying as well as guidelines on what to do if bullying is observed.

2.2. TERMS OF EMPLOYMENTS

2.2.1. COMPLYING WITH EMPLOYMENT LEGISLATION

Consti employees’ employment contracts always comply with collective labor agreements and the employment legislation in force. Employment contracts are made in writing so both parties can see what has been agreed upon. Consti does not under any circumstance tolerate the use of child labor. Consti only operates on the Finnish market, so the issue is easy to control due to good legislation and monitoring. For foreign workers Consti has an operational procedure to ensure the person has necessary residence and work permits, that issues related to taxation are in order, and to take care of official notifications.

Work hour monitoring uses data stored in the access control system together with hour-reports. Monitoring is carried out by supervisors in cooperation with payroll administration.

2.3. EQUALITY AND DIVERSITYConsti is an equal opportunity employer that does not tolerate discrimination. An equality and non-discrimination plan has been made on these issues. The plan includes actions on promoting equality relating to age, nationality, language, religion, faith, opinion, political activity, union activity, family relations, health, handicap, sexual orientation and gender. The plan outlines the agreement on how these actions will be carried out, communicated and monitored. The equality plan is part of Consti’s personnel strategy.

The equality and non-discrimination plan is valid for one calendar year at a time, at the end of which the work group meets to update the plan for the next term. The updates plan is approved by the Management Team.

2.4. DEVELOPMENT AND TRAINING ISSUES

2.4.1. WORK ORIENTATION

Hand in hand with Consti’s growth, a great deal of new employees start work at Consti, emphasizing the importance of high quality work orientation to ensure the uninterrupted continuation of business. An employee’s engagement with a company increases when awareness of different operation models and practices is ensured in a sufficiently rapid pace with efficient work orientation. Consequently, it is important to have adequate, up-to-date material to support work orientation.

Consti has its own work orientation material for each employee group. The materials take into account regional and unit dependent modes of operations and they enable carrying out work orientation with matching content at Consti’s every unit.

An employee’s engagement with a company increases when awareness of different operation models and practices is ensured in a sufficiently rapid pace with efficient work orientation.

Consti’s work places do not tolerate bullying.

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WORK LIFE PRACTICES

on Consti Academy’s offering and partially on the training needs of the business area in question. Training records are also created and maintained by each business area. The training records are filed in the HR system, in which the training actualization and the validity of permits and certificates can be efficiently monitored.

Training needs are mapped and collected during performance appraisal discussions as well. Planning becomes easier, as information regarding training and development needs are gathered into the HR-system alongside performance appraisal discussions. Stipulations in the Act on Co-operation within Undertakings are taken into account in the planning.

2.4.4. PERFORMANCE APPRAISAL DISCUSSIONS

The performance appraisal discussion is a part of supervisor work and it is an important management tool. Persons in supervisor positions have been directed to arrange discussions with their own personnel at least once each year.

A comprehensive guideline is offered to supervisors on how to conduct performance appraisal discussions and document them. Traditionally, performance appraisal discussions have been challenging to arrange with blue-collar workers, due to the work culture of the industry and because the blue-collar workers’ supervisors change frequently. A shorter version of the performance appraisal discussion has been tailored for work site blue-collar workers to make the discussions more straightforward to arrange in practice.

Training for supervisors regarding how to conduct performance appraisal discussions has also been arranged at Consti and more such training will be arranged as need be.

The employees’ supervisors are in charge of work orientation.

2.4.2. TALENT DEVELOPMENT

Consti continuously improves its talent development. The employees are trained both to fulfil current needs and also to meet future requirements to support the company’s strategy.

Consti Academy arranges coaching for the personnel to for instance develop sales work, to support supervisor work, and to aid schedule planning and project management. Production management and quality control trainings are also arranged, such as for example project manager training, sales training, and training relating to the general contract terms of construction projects, as well as quality training.

Consti Technical Building Services has an intellectual capital development plan that is updated annually. At the moment the plan mainly covers intellectual capital and the purpose is to broaden its scope to cover relational and structural capital during this year. The plan is based on the company’s vision, mission and strategy and also includes a training plan.

2.4.3. TRAINING PLANNING

Consti Academy’s goal is to answer the training needs of Consti employees. The purpose of the Academy is to produce training for Consti staff over business area borders. Consti’s Management Team decides the themes of training arranged for everyone annually.

In addition to the training provided by the Academy, Consti’s business areas arrange training for their own staff according to existing need. Training plans have been drawn up for the business areas. The plans are partially based

Production management and quality control trainings are also arranged, such as for example project manager training, sales training, and training relating to the general contract terms of construction projects, as well as quality training.

A comprehensive guideline is offered to supervisors on how to conduct performance appraisal discussions and document them.

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3.1. WORK SITE ENVIRONMENTAL PLANSManaging environmental risk is an important part of Consti’s strategy and general corporate image management. Consti’s management is aware of the fact that while any actualizing environmental risk is finite, its impact on the company’s reputation and value could be substantial. Hence environmental risks are an area where absolutely no kind of risks whatsoever should be taken, and operations should be planned so that all risks are prepared for and environmental impact is reduced to minimum. From the outset, as a result of Consti’s actions the harmful environmental impact of the built environment is lessened along with energy consumption dropping and aesthetic values improving. The main focus in decreasing environmental impact is in actions carried out at work sites. Even then operations are mainly limited to existing buildings, so the untouched natural environment is not destroyed and decreasing environmental impact mainly has to do with minimizing emissions and disturbance during the project.

3. ENVIRONMENTAvailable methods are utilized to decrease emissions at work sites and reduce disturbance such as noise, which is typically also the developer’s basic requirement. At larger work sites a site-specific environmental plan is made. This plan can be part of the project plan or its separate appendix. Consti’s operating system has several templates for making environmental plans.

In environmental plans, it is essential to identify the work site’s environmental risks and either prevent them with precautionary measures or be prepared to diminish any harmful impact. All impact, such as for instance noise that the users of a renovated building are exposed to, cannot be fully prevented, but its harmful impact can be decreased with for example efficient communication.

Furthermore, it can be said that the shorter the project, the smaller its environmental impact. Decreasing project completion time is a central part of Consti’s competitiveness and operational efficiency development work, which Consti aims at achieving through efficient production planning, scheduling and by using pre-manufactured components and industrial installing techniques, and by further developing them in cooperation with partners.

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ENVIRONMENT

3.2. WASTE TREATMENT AND FINAL DISPOSALMinimizing the amount of waste and monitoring its final disposal are basic responsibilities of work sites based on both the waste disposal legislation and financial guidance. At renovation sites the most waste comes from the demolition stage, in which it is hard to prevent waste and the main issue is taking care of its after-treatment and disposal in as cost effective way as possible. Usually the after-treatment of demolition waste is included in the demolition project, and Consti takes care of the correct control and monitoring of waste treatment. The waste treatment plan included in the operating system identifies the waste types that are created at construction sites, their after-treatment method, and responsibilities. The final disposal of waste is documented by gathering consignment notes and documents from the entire delivery chain.

Consti has a waste transport agreement with a reliable partner, which improves and unifies monitoring and reporting and hence for its part ensures the correct treatments and traceability of waste.

3.3. MATERIAL EFFICIENCYThe significance of material efficiency in general environmental and responsibility thinking is increasing continuously as raw materials decrease and their availability falls, leading to rising costs. Material use can be made more efficient with good planning, by lessening waste and preferring reuse.

From Consti’s perspective, material efficiency means material flows and material use that are as efficient as possible and which contain as little waste as possible. Material efficiency is an aim already for economic reasons, as smart and economic material flow planning brings financial gain as well. Good planning and logistic efficiency also reflect on the production’s comprehensive efficiency. Material efficiency matches Consti’s production principles, which aim at short completion times and waste diminishing production that is boosted by learning from industrial manufacturing models, such as for example Lean principles in an ongoing development project in the construction industry.

Especially in instalment work, where the fittedequipment is often valuable, waste is decreased by ordering the equipment in smaller batches, at the right time, ensuring that material is not damaged at the work site and possible surplus is immediately identified. Consti’s own material storage is efficiently utilized in moving any surplus to other work sites.

There is no separate guideline for material efficiency, as it is inbuilt in the operating system’s production planning processes and procedures.

3.4. ENERGY EFFICIENCY

Energy efficiency is included as one goal in nearly all renovation projects that Consti has carried out. In renovation work, regulations stipulate that it is also automatically included as an aspect in the building permit phase. Consti has comprehensive services to improve the energy efficiency of buildings, it is the market leader in building envelope renovations and one of the largest providers of building technology instalments services in Finland, so it is in a good position to boost energy efficiency whenever clients wish for this.

Developing products and services that aim to enhance energy efficiency is part of Consti’s business strategy. A development project is ongoing to market new services and ease availability. Its aim is to advance complete energy renovation and energy management services as a part of the lifecycle management of buildings.

An energy efficiency directive entered into force in 2015, which states that companies must assess and report their total energy consumption; conduct an energy audit in some of their branches, and define their plans for improving energy efficiency. Consti has made its report as stipulated by the directive and continues actions presented in it.

3. ENVIRONMENT

Developing products and services that aim to enhance energy efficiency is part of Consti’s business strategy.

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4.1. ETHICSEthics, i.e. responsibility in business is one of Consti’s most important values. In business, responsible actions mean that we act in an open, honest and reliable manner and that we aim to act even more ethically than the legislation requires. Consti has significant responsibility of its clients and both its own employees and indirectly the employees of stakeholders, so responsible actions have extensive impact and touch a large group of people in the construction industry.

4. SOCIAL RESPONSIBILITY

After Consti listed on the Nasdaq Helsinki Ltd’s main stock exchange list in December 2015, its operations have been even more transparent and open due to continuous reporting. All the company’s stakeholders can look into the company’s situation, key financial indicators and future outlook every three months. Continuous feedback from the market is a strong incentive for developing the company and operating in an even more ethical, open and responsible way.

4.1.1. PREVENTING GREY ECONOMY

Consti strives to prevent grey economy in all its actions. Consti actively develops its systems to notice any discrepancies and encourages personnel and partners to immediately intervene with possible misconduct.

The Contractor’s Obligations Act and Reliable Partner ProgramConsti follows the Contractor’s Obligations and Liability Act and belongs to Tilaajavastuu Oy’s Reliable Partner program. Belonging to the Reliable Partner program means that Consti has up-to-date permits always available at Suomen Tilaajavastuu Oy’s Valvoja-service. Consistently, Consti requires that its contract partners

and subcontractors join the Tilaajavastuu.fi service. This way we take responsibility on our own behalf for their operations and their compliance with obligations as contract partners and employers.

Personal ID cards and tax numbers in our access controlConsti uses the Valtti smart card to monitor worksite access. The card’s barcode and chip contain information of the person it belongs to. The information is automatically transferred to our system electronically, which makes our access control at work sites even more efficient. Our employees’ tax numbers have been reported to the tax number registry maintained by the Tax Administration.

As the main contractor and buyer, Consti reports contract information from each work site to the Tax Administration.

4.1.2. ANTI-CORRUPTION ACTIVITY

Consti does not tolerate corruption, bribery or their attempt in any form. The personnel have been instructed that Consti does not tolerate corruption, bribery or their attempt in any form. The consequences of any such action could be significant to the company’s reputation.Eliminating corruption and bribery from the construction industry is a key part of fighting against grey economy. In the construction business forms of corruption are for example dealing in receipts and bribery. The uniqueness of construction projects, the large number of project phases and contracts and complexity make control challenging and may tempt some towards bribery. Consti’s ethical guidelines include instructions on the prevention of bribery and corruption and we insist that our personnel abide by these instructions. Consti wishes to set an excellent example with its actions in this area and together with other top companies, be in the forefront of companies objecting to detrimental phenomena.

After Consti listed on the Nasdaq Helsinki Ltd’s main stock exchange list in December 2015, its operations have been even more transparent and open due to continuous reporting.

Consti does not tolerate corruption, bribery or their attempt in any form.

CONSTI GROUP PLC /

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SOCIAL RESPONSIBILITY

4.1.4. THE USE OF APPROVED CONSTRUCTION EQUIPMENT

Using high quality and approved construction equipment is central to ensuring a good end result. Consti’s procurement guidelines and delivery contracts obligate using and delivering generally approved CE-marked and/or certified construction products that are suitable for the construction site.

4.1.5. TENDERS AND CONTRACTS

Consti chooses leading companies in the industry as its contract partners, and together with them, aims at developing operational procedures and strengthening relationships to become partnerships to ensure the best price level, service and availability.

All purchases, deliveries, work performances and services that are significant either for the entire business of for an individual project are openly and fairly tendered between a sufficient number of suppliers, taking into consideration contract partners. Written agreements are always made of such purchases. Consti’s procurement guidelines and up-to-date contract templates must be observed in tenders and contracts.

4.1.6. RESPONSIBILITY EXTENDING THROUGHOUT THE SUPPLY CHAIN

Consti’s value system must cover the entire supply chain, to ensure that its high quality company image is maintained in every subcontractor performance and delivery. Subcontractor contracts done in Consti’s name obligate the entire supply chain to comply with Consti’s internal guidelines and procedures alongside legislation and regulations.

4.2. DEVELOPING SOCIETY

4.2.1. IMPROVING THE LIVING ENVIRONMENT

Consti is one of Finland’s largest companies focusing on renovations and technical building services in Finland. It focuses on renovating apartment buildings, commercial and business properties, and public buildings, as well as smaller internal and external renovations. Improving the living environment and existing building stock is thus a part of everyday actions. Properties are renovated and improved in a manner that respects the traditional building stock and protects their conservation value as much as possible. Clients are served both in renovating individual properties and increasingly in larger group and area construction projects. Our mission is to increase the value of our clients’ real-estate and enhance the quality of life with the competence of the best talents in renovation construction.

Consti is often alongside the developer at sites already from the project development phase, which allows it to bring its own professional competence to different planning and execution solutions. Consti has conducted several modifications of the use of buildings, for example modified empty office space into residential apartments. During renovation work we often also improve the building’s energy efficiency by adding insulation to the building façade, replacing windows and renewing building technology systems and thus also impact the residents and users’ quality of life.

4.2.2. CREATING JOBS

Consti is a nationally significant employer that due to its strong growth provides jobs to a growing number of professionals in the industry. As a construction industry actor Consti is creating jobs not only for its own staff but also to several stakeholders such as suppliers, subcontractors and material manufacturers. Through strong growth Consti will create new jobs in the future as well.

4.1.3. DISCRIMINATION AND MEMBERS OF SOCIETY IN WEAK POSITIONS

When possible, Consti Group is committed to offer work to applicants from special groups with sufficient competence.

The prevention of discrimination is dealt with in more detail in Consti’s equality plan.

Through strong growth Consti will create new jobs in the future as well.

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4.3. STAKEHOLDER COLLABORATION

4.3.1. EDUCATIONAL INSTITUTES

In the near future, Consti will have the need for a growing number of experts. Consequently, awareness amongst students is extremely important, to set Consti ahead of competition and make it a preferred employer.

Collaboration with educational institutes becomes increasingly important when companies wish to engage future experts at an increasingly early stage.

Consti continuously collaborates with several educational institutes, through for example:

• Theses • Lectures / trainers

(Consti’s representatives as trainers) • Training collaboration • Joint development projects

Consti also supports student union activities on a small scale.

The best way to influence employer image is by offering internships to as many students as possible. Supervisors have been instructed to include interns into their units when possible and to ensure that their guidance is arranged at an adequate level.

Consti’s employer brand and awareness are built actively and continuously, to ensure sufficient personnel resources and competence as the company grows.

4.3.2. DEVELOPING THE ENTIRE INDUSTRY

Consti is a large renovation and building technology service provider in Finland. Consti is in a significant position especially in development work related to renovation and in driving the entire industry forward as an innovative company. Consti wants to carry the responsibility of an industry forerunner, and believes it will be beneficial to corporate image and through that also strengthen client relationships.

Visibility in media, events and other connections where competence and Consti’s expert knowledge should be showcased is one part of influencing. In this, the personal competence and networks of Consti management and all employees are important, as they enable acting as experts on a broad front. Being a role model and forerunner boosts the entire industry forward. A good example of this is the great interest in so called industrial renovation methods that has arisen hand in hand with Consti’s media visibility.

Consti partakes in the industry’s joint development projects and actively works in collaboration networks and the industry’s key ventures, consequently influencing the development of the entire industry’s profitability, services and quality. Consti’s representatives are also part of many other associations, institutions and work groups where the industry’s development and training is advanced.

The most important channel for influencing is the Confederation of Finnish Construction Industries RT. Consti representatives belong to many of its executive functions for business areas, and work groups that advance the development of the entire industry. One of the focus areas of influencing is promoting group and regional renovations, which also boost the development of new industrial renovation methods and their market entry. This is carried out for example in the renovation strategy background group of the Ministry of the Environment.

4.4. CHARITY AND SUPPORTING ACTIVITYConsti Group partakes in many charities, which are chosen annually. The main focus has been supporting children and young people, as the aim is to direct support towards creating a healthier and safer future for the next generations. The company actively observes society to find the most relevant means of support in the future as well.

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SOCIAL RESPONSIBILITY

5.1. INDICATORSThe progress in goals set for different themes are monitored with subject specific indicators. In this report the indicator follow-up reaches to year 2015 and the subject specific indicators were:

ACCIDENT FREQUENCY

Accident frequency is calculated by comparing the amount of occurred accidents to work hours. The relation is calculated per one million work hours. The smaller the number, the less accidents have occurred. Those accidents are included in this calculation, in which the accident was followed by at least one day of sick leave. This method of calculation has been chosen to ensure that focus is put on accidents which cause real harm to individuals and the company instead of focusing on harmless scratches. The method of calculating accident frequency was changed at Consti in the beginning of 2015. From 2015

5. DEVELOPMENT AND MONITORINGonwards the frequency number also includes subcontractor work hours and accidents, as is common practice in the industry.

During the reporting period accident frequency has decreased somewhat at Consti.

SICK LEAVE PERCENTAGE

Consti personnel’s sick leave percentage has remained fairly even during the calculation period, and is lower than the industry average.. The figure includes all paid leaves due to accidents or illness for both white-collar and blue-collar workers.

NUMBER OF OCCUPATIONAL DISEASES / WORK-RELATED DISEASES

Consti wants to provide its employees with a safe and healthy environment. Consti aims at preventing occupational diseases or work-related illnesses from occurring by developing the work environment.

Imag

e: P

asi S

alm

inen

CONSTI GROUP PLC / CORPORATE SOCIAL RESPONSIBILITY REPORT

19

In 2016 two occupational diseases were found, both of which relate to epoxy which is used in pipeline renovations. Epoxy is an allergenic in skin contact and its allergenic effect ends when the substance dries. Working is safe when ergonomic work positions and appropriate safety equipment are seen to. In pipeline renovation work there are separate instructions on using protective equipment and their use is mandatory.

TURNOVER OF PERMANENT STAFF

In monitoring departure turnover Consti focuses on the turnover of permanent personnel. Approximately 43% of permanent personnel are white-collar workers and 57% blue-collars. The calculation include all terminated work contracts, including retirements.

The turnover rate of permanent personnel has been large in 2016, due to for example the shortage of manpower in the business and the growth in new construction business. To decrease the employee turnover rate Consti has focused even more on actively supporting workplace wellbeing for example with supervisor training and with better communication.

AMOUNT OF WORK CONTRACT DISPUTES

There were no work contract disputes at Consti during the reporting period.

THE AMOUNT OF FIXED TERM WORK CONTRACTS

The amount of fixed term work contract at Consti is under 10%.

NUMBER OF ENVIRONMENTAL RISKS

No environmental risks were reported at Consti during the CSR indicators’ monitoring period.

NUMBER OF RECLAMATIONS DUE TO ENVIRONMENTAL IMPACT

No environmental risk reclamations have been reported at Consti during the CSR indicators’ monitoring period.

NUMBER OF SANCTIONS IN REGIONAL STATE ADMINISTRATIVE AGENCY INSPECTIONS

Consti’s facade business, Consti Julkisivut Oy has received a fine due to a transgression found in a worksite inspection. The inspection was carried out in 2015 and the fine was issued in 2016. The fine was issued due to the lack of an A1-form for the employees of a subcontractor. According to the

subcontractor the transgression was due to a misunderstanding over the necessity of having a certificate for posted workers. The issue has been handled on the worksite and measures have been taken to ensure that this will not happen again.

NUMBER OF EVENTS IN CONTRAST TO THE ETHICAL GUIDELINES

Consti’s ethical guideline is an appendix to this report. No events in contrast to the guideline have occurred during the reporting period.

PERSONNEL SURVEY

In spring 2015 a personnel satisfaction survey was conducted at Consti. Its results showed that Consti employees are more satisfied with their employer than workers in Finnish companies are on average, and that Consti personnel’s devotedness and engagement to the company are better than in the average Finnish company. The results indicate that Consti personnel thrive in their work and that they are ready to recommend their employer to others as well. The survey was conducted by Corporate Spirit Ltd and Consti’s results were compared to other corporate work satisfaction results in the company’s research data base. Personnel surveys are carried out at Consti every other year. A subsequent survey was conducted during spring 2017, but the results were available only after this report was printed.

5.2. MONITORING AND GOALSIndicators that are monitored are chosen from events that illustrate development in areas important to Consti.

Indicators are monitored on a monthly basis in the Management Team and any discrepancies are dealt with at these times. A more in-depth analysis is conducted annually alongside drawing up a summary and at this point actions are logged into annual plans.

Development is also a part of the reporting cycle. The indicator results are used to improve operations and also the entire contents of the CSR report. Short and long-term goals are also reassessed as need be.

Consti is committed to the responsible development of its personnel policies now and in the future.

The indicators and their reporting cycles are illustrated in appendix 1.

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DEVELOPMENT AND MONITORING

APPENDIX 1: INDICATORS AND MONITORINGCO

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CONSTI GROUP PLC / CORPORATE SOCIAL RESPONSIBILITY REPORT

21

WORK CONTRACT TYPE TOTAL (31.3.2017) %

Fixed term 98 10

Permanent 931 90

Total 1029 100

APPENDIX 2: PERSONNEL INFORMATION

AGE COMPOSITION PERSONS (31.3.2017)

%

Under 24-year-olds 82 8

25-29-year-olds 168 16

30-34-year-olds 159 15

35-39-year-olds 120 12

40-44-year-olds 121 12

45-49-year-olds 135 13

50-54-year-olds 128 12

55-59-year-olds 69 7

Over 60-year-olds 47 5

Total 1029 100

PERSONNEL GROUPS TOTAL (31.3.2017) %

Blue-collar employees 587 57

White-collar employees 442 43

Total 1029 100

GENDER COMPOSITION TOTAL (31.3.2017) %

Women 94 9

Men 935 91

Total 1029 100

NET SALES 2016 262 M€

CONSTI GROUP PLC /

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DEVELOPMENT AND MONITORING

ETHICAL GUIDELINES OF CONSTI GROUPThe management and employees of Consti Group comply with laws and rules of ethical business in all their actions. This is a part of the company’s risk management and beneficial for the entire company in the long term, as a good reputation is hard to achieve but easy to lose.

Concrete perceptions relating to Consti’s operations and policies for ethical operations are described in the following text.

PREVENTING BRIBERY AND CORRUPTION

Consti’s companies and personnel are not allowed to give or take any payments, gifts or other compensations that exceed normal hospitality and which can be assumed to influence business decisions.

BUSINESS TRIPS AND REPRESENTATION

Staff can participate on partner business trips only if the trips relate to business. Trips are agreed upon together with the supervisor and any issues possibly subject to interpretation must be discussed at this point. A schedule must be made up of the trip and the schedule must be presented to the supervisor.

PERSONNEL DISCOUNTS

Consti suppliers’ personnel discounts can be used for personal purchases if such an agreement has been made between Consti and the supplier. When such benefits are used, agreed practices must be complied with, for example such purchases cannot be resold.

No reciprocal commitments can be caused due to discount use.

CHARITY TARGETS

Consti Group mainly contributes to charities that enhance the wellbeing of children and young people. Aid is not granted to political parties, politicians or political groups.

RULES OF COMPETITION

Consti practices fair and honest competition. Any action that is against the competition legislation or its idea is forbidden. This includes for example illegal agreements on prices, sharing markets and unethical trade. Consti chooses leading companies in the industry as its contract partners, and together with them, aims at developing operational procedures and strengthening relationships to become partnerships to ensure the best price level, service and availability. When actions are not based on partnership or trade agreements, significant purchases are openly and fairly tendered between a sufficient number of suppliers. Written agreements are always made of such purchases.

EQUAL TREATMENT

Employees are treated equally despite gender, age or ethnicity. The same principle is abided by with clients and other stakeholders.

PRINCIPLES OF STAKEHOLDER COLLABORATION

The principles of fair and honest operations are abided by in stakeholder collaboration. For example, issues under competition legislation are not dealt with in collaborative bodies of the industry. Also, in all dealings with competitors and stakeholders, both sides ensure that all confidential business information is kept secret.

CONFLICTS OF INTEREST

Consti’s personnel do not cause situations that puts their own personal or financial gain in conflict with the interests of clients, Consti or its personnel.

CONFIDENTIALITY OBLIGATION

According to the confidentiality agreement, Consti’s staff are obligated to keep any confidential business information of their employer, its employees or clients as secret, and not to use such information during their employment or after its termination.

Consti Group’s Management team has approved the ethical guideline.

CONSTI GROUP PLC / CORPORATE SOCIAL RESPONSIBILITY REPORT

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CONSTI GROUP PLC

Hopeatie 2, 6. floor 00440 Helsinki Telephone 010 288 6000 Fax 010 288 6010 firstname.lastname@consti.fi

CONSTI JULKISIVUT OY

Hopeatie 2, 5. Floor 00440 Helsinki Telephone 010 288 6000 Fax 010 288 6200 julkisivut@consti.fi

CONSTI KORJAUSURAKOINTI OY

Hopeatie 2, 6. floor 00440 Helsinki Telephone 010 288 6000 Fax 010 288 6011 korjausurakointi@consti.fi

CONSTI TALOTEKNIIKKA OY

Rajatorpantie 8 01600 Vantaa Telephone 010 288 6600 talotekniikka@consti.fi

WWW.CONSTI.FI