Stora Enso

Corporate Culture Helps Companies Merge Together

After its merger the forest industry giant Stora Enso did not want to start barking up the wrong tree. The overall performance was improved and co-operation within the company was streamlined by focusing on corporate culture.

The merger of the Finnish forest industry company Enso with the Swedish company Stora at the end of 1998 and the 2000 acquisition of the American company Consolidated Papers created one of the world's leading producers of paper, packaging materials and sawn timber. The Group met this challenge by developing a corporate culture which – as a cultural umbrella - was valid for all parts of the new Group.

The new corporate culture is based on the Stora Enso mission, vision and values. The top management discovered that, as a result, the employees' motivation increased and many prejudices disappeared.

Stora Enso wants to be and remain an attractive employer, also for young and qualified people. The quality of the workplace is to contribute to this goal. Sustainability, the well-being of the employees, classic occupational safety and health as well as the promotion of diversity are of great significance within the company. The vision of the company is to achieve a top position and quality leadership in the field of occupational safety and health in the global forest industry.

In collaboration with a consulting firm, a web-based, comprehensive survey system was introduced in 2003. With this system corporate values and employee satisfaction are surveyed and strengthened. At present, it covers the following key points:

  1. The surveying of values and attitudes, conducted among the senior management.
  2. The surveying of internal customer satisfaction, which measures the satisfaction with the services and functions of the corporate staff and service units.
  3. The surveying of employee satisfaction, which is conducted in various units at Stora Enso. It is based on a standardised questionnaire but also leaves room for possible unit-specific questions.


"When Stora Enso was formed in a merger between two large forest industry companies, Stora and Enso, in 1999, we had a strong focus on corporate culture and human performance from the very beginning. This was not only natural because both of the merging companies had long traditions in these areas, but it was also necessary for sustainable and profitable operations in an ever-challenging business environment. A safe and healthy workplace is one of the most important commitments we have to our employees. Stora Enso is striving for world-class performance in health and safety, even though we are fully aware that there is still a lot to do in this area."

Christer Ågren, Senior Executive Vice President, Corporate IT, HR and Business Excellence, Member of the Executive Management Group, Stora Enso Oyj

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