The sustainability areas also contribute to the Group working on parts of the Global Goals for Sustainable Development (SDG), which is part of Agenda 2030.

Circular material flows

The idea of a circular material flow (or recycling of material) arose in connection with Skrotfrag AB being founded in 1972. The company started by collecting scrapped cars and pressing them to be able to send to a fragmentation plant where the iron in the cars became new raw material. 45 years later, the view in society has changed and Skrotfrag AB is at the forefront of recycling iron (ferrous) and other metals (non ferrous) into renewable raw materials that are sent to various recipients such as smelters in Europe and Asia.

The material (scrap and vehicles) that comes to one of Skrotfrag AB's 23 branches in southern and central Sweden is collected from municipalities, companies and private individuals. The material is sorted, possibly cut into smaller pieces and if it is a vehicle, they are decontaminated before everything is sent on to one of Skrotfrag's two production facilities.

Read more about the global goals in the following paragraphs about how Skrotfrag AB is a partner in various sub-goals:

Skrotfrag have begun the process of meeting the requirements of Objective 9:

9.4 – By 2030, upgrade the infrastructure and adapt the industry to make them sustainable, with more efficient use of resources and more clean and environmentally friendly technologies and industrial processes. All countries take action in accordance with their respective conditions.


Quality for Skrotfrag is that the customer and supplier feel that they have confidence in the company and are treated with respect regardless of whether they are from municipalities, companies or are private individuals. In order to maintain trust within the company, customer conversations take place daily within the various branches. Skrotfrag must always offer the correct purchase price for different scrap fractions and to check this, Skrotfrag is, among other things, a member of the "Swedish Iron and Metal Scrap Dealers Association".

During the process in the fragmentation plants, Skrotfrag AB determines that outgoing raw material maintains the quality that customers (eg smelters) desire.


Employees who feel good and enjoy their work are a basic prerequisite for running a successful business. Skrotfrag strives for a pleasant and welcoming work environment that inspires good collaborations, high efficiency and that enables development for all employees.

The Group has worked and invested heavily in personnel issues. The areas that we mainly work with and that we have worked with during the year are:

  • Work environment and Well-being
  • Diversity and gender equality
  • Competence development
  • Work environment - Well-being
  • Diversity and gender equality
  • Competence development

Work environment - Well-being

Scrap fragments must actively work to promote health factors and prevent risks at work. The work includes both the physical and the social and organizational work environment.

What creates joy and well-being in the workplace? In dialogue with union representatives and employees, the management controls the work environment work and ensures that the work is developed to always be a safe, secure and pleasant workplace. In 2017, an agreement was concluded with an occupational health service for all branches. Health check-ups take place once a year for all employees, in which case both physical and mental health are checked. All employees within Skrotfrag, respond to a survey which is then compiled anonymously regarding well-being, etc. The management then has the compilation from the survey as a basis when new goals and action plans are to be developed for the business. Skrotfrag also offers wellness grants. All managers have received training in work environment work with a focus on the psychosocial work environment and what it is that keeps people healthy and happy.

Scrap fragments work actively to prevent accidents, deficiencies in the work environment are remedied as soon as possible. In collaboration with the occupational health service, a comprehensive risk analysis was performed on two of the branches. The risk analyzes are applied to all branches with the aim of minimizing the risk of accidents and further strengthening the working environment. To minimize the number of incidents, we work preventively, we believe that it is in the preventive work that many incidents can be avoided and therefore a systematic and structured risk management work is conducted throughout the Group. A list per branch has been produced which describes which measures are to reduce the risks of damage events. The action plan is followed up once a year. Internal audits, security patrols and fire protection patrols are carried out at least once a year at all branches. Scrap fragments are certified according to AFS 2001.1. Each employee has a responsibility to follow policies, instructions and regulations and be aware of and immediately report any risks and threats to a good working environment and environment. Policies that mainly guide our work environment work are Skrotfrag AB's policy for quality, environment and work environment, policy for health and safety, rehabilitation policy and personnel handbook.

Challenges in the future are mainly about sticking to the dialogue about how we work for a pleasant and welcoming atmosphere and that developed working methods for systematic work environment work should be established throughout the organization. We also have a challenge in reducing sick leave, mainly long-term sick leave. Furthermore, there is data from the staff survey to work on.

Diversity and gender equality

With us, everyone gets a chance to show what they stand for, regardless of gender, age, ethnic origin or other irrelevant differences. The work team consists of individuals who we appreciate for their skills and abilities. Diversity enriches!

During the year, we updated our gender equality policy and gender equality plan. We have had a work environment training for all branch managers where gender equality, diversity and abusive discrimination were part of the agenda.

The goals that have been developed and worked on are:

  • That workplaces, methods, work organization and working conditions must be arranged so that they are suitable for both women and men.
  • That all employees' resources are utilized and developed.
  • That pay and working conditions are equal for both women and men, regardless of ethnicity, religion, sexual orientation or other.
  • That the opportunities to combine family life and work life are good.
  • To work for an even gender distribution.
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