Kiilto to become smoke-free
Kiilto will adopt the general smoke-free policy of chemical industry companies. With its decision, it will also contribute to the Tobacco-Free Finland 2030 project. All companies belonging to the Kiilto Family Group will become smoke-free by autumn 2018. Being a smoke-free company means that the use of tobacco products inside or outside the Group's companies is prohibited.
Safety and responsibility are the cornerstones of the operating culture of a company operating in industry. Like other companies, Kiilto is constantly working to improve these aspects of its operating culture. The smoke-free policy generally in use in the chemical industry is also justified in companies belonging to the Kiilto Family Group and part of developing its overall safety. Ramport, a subsidiary of the group, has already been a smoke-free company since 2014. Kiilto Family and Kiilto Oy will join in at the beginning of 2018, and KiiltoClean, Kiiltoplast and Intermedius in the autumn 2018.
“The chemical industry and tobacco products increase the risk of accident, a combination that cannot be tolerated. Although the change will be quite notable for some people on cultural terms, I believe that our customers, partners and personnel will understand the reasons behind the decision,” says Jyrki Tiihonen, HSE Manager of Kiilto.
A safe and pleasant workplace
Kiilto's decision to prohibit the use of tobacco products reflects its commitment to the goals of the Tobacco-Free Finland 2030 project. Behind the project is a network that among other things seeks to strengthen people's positive attitude towards non-smoking, discourage young people from starting smoking and support efforts to quit using tobacco products.
“Like a pioneering companies, we want to offer a safe, pleasant workplace where nobody is exposed to tobacco products or the social pressure involved with their use,” says Antti Uski, HR Director of Kiilto.
Well-being from non-smoking
The company supports the efforts of its personnel to abstain from smoking by offering a personal support scheme through its occupational healthcare services for persons who want to reduce or quit the use of tobacco products. The programme also includes considerable financial support from the employer to cover the costs arising from different forms of care.
“As an employer, we only focus on work and do not interfere with our personnel’s leisure time. It is important to note that we value all of our employees equally regardless of whether they are using tobacco products in their leisure time,” Uski points out.
“Everybody chooses their life style, though as an employer we always try to offer opportunities for making choices that support well-being. We have been offering opportunities for physical recreation for a long time and also arrange exercises at work and invest in ergonomics at work by introducing electric desks, for example. We have a systematic occupational well-being programme that also allows developing management and competence,” Uski says about the measures used to promote wellbeing.
Further information:
Antti Uski
HR Director
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