{"id":21543,"date":"2026-10-01T11:47:12","date_gmt":"2026-10-01T08:47:12","guid":{"rendered":"https:\/\/www.qreform.com\/?page_id=21543"},"modified":"2026-10-01T12:02:21","modified_gmt":"2026-10-01T09:02:21","slug":"corporate-social-responsibility-programme","status":"publish","type":"page","link":"https:\/\/www.qreform.com\/en\/company\/about-us\/corporate-social-responsibility-programme\/","title":{"rendered":"Qreform Oy\u2019s Corporate Social Responsibility Programme"},"content":{"rendered":"

Qreform Oy’s Corporate Social Responsibility Programme<\/h1><\/div>
<\/div><\/div><\/div><\/div><\/div>

Qreform Oy’s Corporate Social Responsibility Programme<\/h2><\/div>
<\/div><\/div><\/div><\/div><\/div>

1. General<\/h2>\n

Qreform Oy is a SaaS software company with a workforce of approximately 25 people. The sustainability programme outlines the company\u2019s principles regarding environmental responsibility, social responsibility and good governance, as well as their implementation and monitoring. The programme is tailored to the company\u2019s size, the nature of its operations and its identified impacts. The company complies with applicable legislation and its contractual obligations.<\/p>\n

Qreform does not currently have an ISO 14001-certified environmental management system. The principles of ISO 14001 and the guidance on social responsibility in ISO 26000 are utilised, where applicable, to support the development of operations. ISO 26000 is a guidance standard against which certification is not possible. This programme does not guarantee compliance with all requirements of the standards; instead, any specific requirements from customers are always assessed on a case-by-case basis.<\/p>\n

2. Environmental Programme<\/h2>\n

Qreform\u2019s environmental work focuses on the appropriate use of cloud resources, the life cycle of work equipment, procurement and travel. The measures taken take into account information security, service reliability and the smooth running of operations.<\/p>\n

The Managing Director acts as the programme owner and environmental manager. He is responsible for maintaining the programme and reviewing it annually with management and staff. Team leaders implement the agreed measures within their own areas of responsibility.<\/p>\n<\/div>\n

\n\n\n\n\n\n\n
Target <\/span>area<\/span><\/strong><\/th>\nPractical implementation<\/span><\/strong><\/th>\nMonitoring<\/span><\/strong><\/th>\n<\/tr>\n<\/thead>\n
Waste reduction<\/td>\n\n
Digital documents and electronic approval are encouraged. Unnecessary printouts and single-use office supplies are avoided.<\/span><\/div>\n<\/td>\n
\n
Procurement practices are reviewed annually; no separate count of printouts is carried out.<\/span><\/div>\n<\/td>\n<\/tr>\n
Energy efficiency<\/td>\n\n
Cloud resources are scaled as required, and unnecessary resources are removed. <\/span><\/div>\n

Energy-efficient settings are prioritised on work devices.<\/td>\n

\n
The technical team checks for unnecessary cloud resources twice a year as part of routine maintenance.<\/span><\/div>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n\n
\n\n\n\n\n\n\n\n\n
Target area<\/span><\/strong><\/th>\nPractical implementation<\/span><\/strong><\/th>\nMonitoring<\/span><\/strong><\/th>\n<\/tr>\n<\/thead>\n
Equipment lifecycle<\/td>\n\n
The service life of equipment is extended as far as information security and operational efficiency allow. Data on equipment to be decommissioned is securely erased and the equipment is recycled appropriately.<\/span><\/div>\n<\/td>\n
\n
The deletion of data and the handover or recycling of a device are recorded in the equipment register or on a disposal certificate.<\/span><\/div>\n<\/td>\n<\/tr>\n
Travel<\/td>\n\n
We make use of remote working and remote meetings. Travel is undertaken on the basis of work tasks and customer needs, and appropriate low-emission options are favoured.<\/span><\/div>\n<\/td>\n
\n
Travel policies are reviewed annually.<\/span><\/div>\n<\/td>\n<\/tr>\n
Staff competence<\/td>\n\n
The principles of environmental responsibility are covered during induction, and staff are informed of any significant changes.<\/span><\/div>\n<\/td>\n
\n
Induction is recorded in a checklist.<\/span><\/div>\n<\/td>\n<\/tr>\n
Responsible procurement<\/td>\n\n
Environmental considerations are taken into account in significant equipment and service procurements alongside other selection criteria.<\/span><\/div>\n<\/td>\n
\n
The sustainability performance of key suppliers is assessed during the selection process and in connection with significant changes.<\/span><\/div>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n

The implementation of environmental measures is assessed annually. Emissions reductions are not presented as verified without sufficient baseline data and calculations.<\/p>\n

3. Principles of social responsibility<\/h2>\n

Qreform takes social considerations into account as part of its management, employer obligations, customer relations and cooperation with stakeholders. Its operations are based on applicable Finnish legislation, good working life practices, and fair and equal treatment.<\/p>\n<\/div>\n

\n\n\n\n\n\n\n\n\n\n\n
\n
Area<\/b><\/div>\n<\/th>\n
\n
Qreform\u2019s approach<\/b><\/div>\n<\/th>\n<\/tr>\n<\/thead>\n
a) Governance<\/span><\/td>\n\n
Responsibilities are defined for key processes and tasks. Operations are monitored at management and team meetings, as well as through the handling of feedback and deviations. The responsibility programme is integrated into the overall management system.<\/span><\/div>\n<\/td>\n<\/tr>\n
b) Human rights<\/span><\/td>\n\n
Qreform respects human dignity, equality and non-discrimination, and does not tolerate harassment, forced labour or child labour. Partners are required to adhere to the same principles. The scope of assessment and monitoring is proportionate to the supplier\u2019s significance and the associated risks.<\/span><\/div>\n<\/td>\n<\/tr>\n
c) Working life and wellbeing<\/span><\/td>\n\n
Employer obligations are complied with, and induction and skills development are ensured. Workload, recovery and the ergonomics of remote working are discussed in meetings with line managers. Measures and follow-up are agreed upon for any problems identified.<\/span><\/div>\n<\/td>\n<\/tr>\n
d) Ethical business practices<\/td>\n\n
We act with integrity and in accordance with agreements. Improper benefits are neither offered nor accepted. Conflicts of interest affecting decision-making are reported to a line manager or the managing director and resolved before a decision is made.<\/span><\/div>\n<\/td>\n<\/tr>\n
e) Responsibility towards customers and users<\/span><\/td>\n\n
We treat customers and end-users responsibly. We develop the usability and accessibility of our services and ensure proper documentation, customer service and the handling of feedback.<\/span><\/div>\n<\/td>\n<\/tr>\n
f) Social impact<\/td>\n\n
Qreform provides services that support the management of security, quality, risks and expertise. Services are developed in collaboration with customers, partners and staff. The impact of these services is communicated on the basis of verifiable data.<\/span><\/div>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n

Data protection, information security and service continuity are key areas of Qreform\u2019s corporate responsibility. These are implemented in accordance with separate guidelines, responsibilities and procedures. Customer data is processed using approved solutions and for agreed purposes. The outputs of artificial intelligence are assessed according to their intended use, and decision-making responsibility remains primarily with humans.<\/p>\n

4. Promoting equality<\/h2>\n

Qreform assesses and promotes equality as part of its management and HR practices. The assessment draws on staff feedback and examines practices relating to recruitment, the division of labour and skills development.<\/p>\n

The aim is for recruitment, induction, the division of labour, skills development, career progression and day-to-day collaboration to be based on competence, job requirements and fair treatment, free from discrimination.<\/p>\n

Qreform\u2019s activities are guided by the following principles:<\/p>\n

    \n
  • We promote equality in recruitment, induction and line management.<\/li>\n
  • We address inappropriate treatment, discrimination and harassment without delay.<\/li>\n
  • We favour flexible working arrangements, clear communication and accessible working practices, taking into account the demands of the job and the needs of our staff.<\/li>\n
  • We process staff feedback and use it to develop our working practices as part of our day-to-day management.<\/li>\n<\/ul>\n

    These practices promote equality. Their effectiveness is assessed together with staff at least once a year. We monitor changes in staff numbers: when there are regularly at least 30 people in employment, we also draw up an equality plan as required by law.<\/p>\n

    Inappropriate behaviour can be reported to a line manager or the managing director. Before the programme is implemented, management will appoint and inform staff of an alternative contact person for situations where the matter concerns the managing director or one\u2019s own line manager. Matters are handled confidentially, without collecting unnecessary personal data, and no reprisals are permitted for reports made in good faith.<\/p>\n

    5. Implementation and review<\/h2>\n
      \n
    • The programme is reviewed at least once a year and whenever significant changes occur, as part of the management review. Key findings are discussed with staff.<\/li>\n
    • The review covers induction, staff wellbeing and equality, equipment write-offs, cloud resources, and travel and supplier policies. Existing records and feedback are used for monitoring.<\/li>\n
    • Findings and decisions are recorded in a brief memorandum. A person responsible and a deadline are assigned for each development measure, and implementation is monitored in Rego. No separate sustainability report is produced.<\/li>\n<\/ul>\n<\/div>
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