On the Move


Dometic on the Move - sustainability icon people

We strive to be a safe, inclusive, diverse, and dynamic workplace – allowing every employee to reach their full potential

Dometic is committed to provide an attractive work place. Key areas include creating diverse work environments and ensuring that the Group complies with principles of equality and diversity when hiring and providing development opportunities to the employees to enable them to reach their full potential. In 2018 Dometic introduced a revised version of its Core Values guiding employees in their work by building a more value-driven organization. By having a work environment based on Dometic’s Core Values and Code of Conduct, the company creates a great place to work for both current and future employees.

Core values and The Dometic Way

The Dometic Way is the foundation of the corporate culture, derived from Dometic’s Core Values. It sets the standards for everything Dometic does and how people in the Group interact with each other and external parties. Four Core Values provide direction for the leaders and employees:

  • We are passionate
  • We act responsibly
  • We are building together
  • We embrace change

At the end of 2018, a project for the development of a common training in understanding the Core Values and the Dometic Way has started, as well as an Employer Branding project pinpointing what the company culture has to offer both future and current employees.


Gender distribution

In 2018, Dometic employed on average 7,991 people, 36 percent of whom were women. The Group management team comprised 10 people, of which 4 were women (40 percent). Dometic continually works with gender distribution at all levels in the Group by enhancing the hiring processes and skills development opportunities. Out of a total of 546 managers, 23 percent are women.


Health and Safety

Health and safety is a key area for Dometic, from both a regulatory, people and business perspective. The company works proactively to reduce the number of work-related incidents and increase control of the work environment, with the aim of improving product quality and output.

To further emphasize the importance of health and safety, it is clearly integrated in the Dometic Way. Consequently, all business reviews as well as daily start-up meetings on the shop floors start with a health and safety review. Dometic’s Health & Safety Guidelines were introduced during the year at all legal entities to ensure a common standard across the Group, as well as adherence to local regulations. In 2018, 11 operation sites were assessed according to the Dometic Health & Safety Guidelines.

As part of the Health & Safety Guidelines, Dometic conducts a Job Safety Analysis (JSA) to identify hazards related to specific tasks in a proactive effort to reduce the risk of injury to workers and to prevent accidents. Workers receive training to carry out their jobs safely and ensure adequate technical safety, including the use of personal protective equipment. Health and safety processes are key components of the factory management systems. In 2018, 64 lost-time health and safety-related incidents were reported.

Dometic has introduced the Dometic Loss Prevention Guideline (DLPG) to reduce risk and maintain high standards for safety, quality and delivery. The DLPG is designed to guide the Group’s production sites regarding appropriate safety and security levels. Based on DLPG, a risk-scoring model is used to ensure compliance with good industry practices. In addition to local work, Dometic regularly conducts assessments together with a third party at all production sites to analyze potential risks. In 2018, Dometic assessed 17 sites according to DLPG and performed Business Impact Analysis workshops for 5 sites across all three regions.


Competence Management

Knowledge is a key factor for Dometic’s business success, its employees as well as for the business partners. Dometic Academy provides a central learning management system that hosts training opportunities globally. In recent years, coordinated efforts have led to several appreciated global trainings that could be provided
internally in line with business needs. The digital infrastructure contains eLearning sessions, tutorials and webinars available to all employees. Employees can also download business-related books, as well as titles on stress reduction, language skills and IT software. English courses are provided globally to improve English skills in all countries where it is relevant. In addition, Dometic supports its employees through practical skills training programs to gain new knowledge and build leadership skills. In total, more than 2,000 employees participated in over 300 training activities across all our markets in 2018.

In the coming years, Dometic will have to increase its efforts in Competence Management to defend its leading market position. New areas such as e-commerce will lead to the development of a totally different skill set than before.

In order to take a next step in Competence Management, a global common process for Performance Management has been developed in 2018, securing that all employees will have a performance review with their managers.


Key Activities and Targets

Targets 2019-2021

Reduce injury rate 
Reach a lost time injury frequency rate of 2 by 2021 (LTIFR= work accidents with lost time > = 1 day / per million working hours).

Improve gender distribution
26 percent female managers by 2021. 

Increase competence management 
100 percent employee performance reviews by 2021.

Key Activities 2019-2021

Implement electronic performance agreements including individual development plans.

Develop and implement Career Paths.

Implement regional competence management processes by 2020.

Implement leadership model globally.

Perform global health & safety awareness initiative finalized by 2020.