Otava personnel
Otava's personnel are a key factor in the company's success. We are committed to creating a working environment that supports employees' wellbeing, personal development, involvement and success at work.
Diversity, equity and inclusion are important to us. We respect human rights and are committed to equality, equity and diversity. We have zero tolerance for discrimination and inappropriate behaviour.
Otava personnel in 2024
The year 2024 was coloured by a challenging market and its impacts on our business. We had to make some necessary adjustments, but our personnel – who are skilled, dedicated and able to adapt to change – helped us to succeed and lay the foundations for our collective success in the future.
Otava encourages its employees to get involved in decision-making and express their opinions, for example, through the workshops that are regularly organised in our business areas.
Multi-location work is already an established practice at Otava, and we also downsized our premises in early 2024 when Otavamedia moved from Tripla to Uudenmaankatu.
A total of 839 employees worked for the Otava Group in 2024. Women accounted for 78% of employees and men for 22%. All of the Otava Group’s employees worked in Finland.
Otava encourages its employees to get involved in decision-making and express their opinions, for example, through the workshops that are regularly organised in our business areas.
Learning and development
Promoting our employees’ learning and personal development is important to us. We foster our employees’ competitiveness and labour market value by providing learning opportunities and encouraging personal competence development. A variety of training and coaching programmes are also organised according to the individual needs and objectives of each business area.
Lifelong learning and development opportunities have improved both our employees’ skills and their ability to meet the industry’s challenges.
Our main ways of developing competence include everyday learning and cooperation with colleagues and partners. Individual competence development is planned on the basis of both each employee’s needs and the business area’s goals. Progress is supported and monitored with the aid of regular discussions.
We measured our companies’ employee experience a total of four times during the year. The results were analysed at working group level, and development measures were derived from the results and feedback.
The 2024 measurements indicate that the Otava Group’s QWL (Quality of Working Life) index stood at 78.2 per cent in the spring and 79.3 per cent in the autumn.
We foster our employees’ competitiveness and labour market value by providing learning opportunities and encouraging personal competence development.
Happy and healthy employees
The Otava Group’s occupational health and safety management system is based on both legal requirements and identified risks. In collaboration with our occupational healthcare partner, Mehiläinen Ltd. we have drawn up an action plan that takes the risks and needs of personnel in different business areas into account. It focuses on actively supporting employees’ inner resources, anticipating threats to working capacity at an even earlier stage, and supporting employees in a variety of life situations.
In addition to statutory occupational healthcare services, we provide all of our personnel with extensive, work-oriented healthcare regardless of their average weekly working hours.
Our occupational healthcare covers medical treatment (including examinations and any required specialist consultations) and the services of an occupational health nurse, physiotherapist, psychologist and work coach. Our employees can also take part in coaching that supports healthy lifestyles. Multichannel occupational health services help to ensure that the correct support and treatment are provided in a timely manner.
Our employee benefits include a commuting benefit and company bicycles, as well as other exercise, wellbeing and cultural benefits. All of our employees are also insured for leisure-time accidents.
We invest in the wellbeing of our personnel by providing low-threshold expert support services. The conversational assistance and tools offered by these services provide early-stage support for mental wellbeing.
Our employee benefits include a commuting benefit and company bicycles, as well as other exercise, wellbeing and cultural benefits. All of our employees are also insured for leisure-time accidents.
Supervisors and employees have regular conversations about wellbeing and development during the working day. Having multiple channels for listening to our employees helps to enable early intervention. Wellbeing issues are also one of the many topics covered during the supervisor meetings that are held in our business areas.
