SkiStar relies heavily on employee engagement. Motivated and satisfied employees will also provide good service for guests, and the guests are always at the centre of SkiStar’s operations.

If guests experience good service, they will come back. This is an extremely important factor in generating long-term profitability. To have motivated employees, there are several elements that are vital to the company’s success.

SkiStar is a big employer. At all its destinations, SkiStar has collective agreements that regulate minimum wages and employee rights in relation to the employer. All SkiStar employees, except for the CEO, are covered by collective agreements.


Work environment, health and safety

Health and safety includes both safe and secure workplaces for Group employees and good working conditions and a healthy work–life balance. Living and working at one of SkiStar’s destinations allows good opportunities for an active lifestyle in a natural alpine environment.

At every SkiStar destination there is a structured work environment organisation that works on preventive measures to continuously improve working conditions, for example by carrying out safety inspections and drafting work environment policies. SkiStar also has a robust crisis management organisation at each destination, with specially trained crisis managers. Crisis management exercises are conducted every year to ensure the company is always prepared.

SkiStar carries out regular employee surveys to ensure a good and pleasant work environment. These employee surveys also serve to identify areas where there is potential for improvement. Following the surveys, three focus areas are selected that SkiStar then works on to bring about further improvement, and to respond to employees’ preferences and expectations.

Health checks are also carried out regularly to prevent occupational risks and monitor the physical wellbeing of the company’s employees.

Each employee has an annual performance review and salary review.

Diversity and equality

Equal treatment and rights apply regardless of gender, sexual orientation, ethnicity, beliefs, disability or age.

SkiStar does not accept any form of discrimination and takes strong action in response to incidents and conduct that contravenes SkiStar’s policies and guidelines. The company’s corporate culture is characterised by values and attitudes that are consistent with SkiStar’s diversity policy. SkiStar’s diversity policy is revised every year. Responsibility for active gender equality work lies with each department/business area manager. SkiStar has a zero-tolerance approach to all forms of discrimination and discriminatory treatment.

SkiStar places great emphasis on the importance of valuing differences and diversity. SkiStar works to create an inclusive working environment, an important aspect of which is for all employees to feel a sense of belonging.

Employees *        
  Permanent employees   Employees on
fixed-term contracts
Number of employees Men Women Men Women
Sweden 223 120 985 664
Norway 80 45 370 207

* Employee data relates to the number of employees in February 2018 and has been compiled from the Group’s HR and salary systems. Reported forms of employment include permanent and fixed-term contracts.

2017/18 Women Men <29 years 30-50 years >50 years
Board of directors 4 5 0 3 6
Group management 1 8 0 6 3
Destination management teams 7 27 0 23 11
Other* 6 11 1 12 4
  18 51 1 44 24

*'Other' relates to individuals who report directly to a member of Group management. All figures as at 31 August 2018.


Another key issue for both the company and the industry is recruitment and ensuring that the right skills are available in the future. SkiStar’s mountain locations mean that the Company devotes considerable time to developing partnerships with companies that run similar seasonal operations during the summer months and works closely with local companies in the tourism industry. SkiStar uses an online recruitment tool that contributes to a qualitative selection process. SkiStar’s values are matched with those of potential candidates. A wellstructured recruitment process lays the ground for successful appointments, which then contribute to the prevailing positive corporate culture.

Training and education

To ensure that employees maintain and develop their skills and to guarantee future needs, the Group places great emphasis on training and education.

All employees complete an online course every year, in which sustainability, GDPR and working environment are key components. In addition, SkiStar implements an annual internal leadership programme, and a trainee programme that aims to provide continuity for key functions.

Since SkiStar’s operations are seasonal, there is a substantial need for seasonal employees. Every winter season, the workforce is made up of roughly two-thirds returning employees and one-third new. This puts pressure on the company to ensure that recruitment, training and staff inductions are systematic and simple, so that a large volume of seasonal employees is well prepared in a short period of time. As an employer, SkiStar is extremely proud of its ability to offer many young people the chance to gain professional experience and the opportunity to develop their skills in their working lives.

Many of SkiStar’s employees choose to stay on within the organisation, but with new duties or at a different destination. All employees are encouraged to further develop their skills internally, and combined positions are common.

Training Hours per employee            
    2017/18   2016/17   2015/16
  Women Men Women Men Women Men
Permanent Employees 10 10 10 10 10 10
Employees on fixed-term
25 25 25 25 25 25


We use cookies to provide you with the best possible customer experience. If you continue, it means that you accept the use of cookies.