Sustainability Engagement

CORPORATE SOCIAL RESPONSIBILITY & SUSTAINABILITY

Since Lydmar Hotel opened on Blasieholmen in 2008, environmental and social considerations have formed part of our operations. We continuously review our practices and work closely with suppliers and partners to identify opportunities to improve how we use resources, source products and manage our day-to-day operations.

Our work covers areas including energy and resource consumption, waste management, materials, food and beverage, digitalisation, sourcing, working conditions and social responsibility. Our approach is focused on practical measures across the hotel and on continuously identifying areas where improvements can be made.

Lydmar Hotel is part of Small Luxury Hotels of the World. Through this partnership, we continuously review and develop our practices in relation to SLH’s applicable standards and requirements. SLH conducts regular mystery inspections of partner hotels.

 

Energy and energy efficiency

Lydmar Hotel purchases renewable electricity backed by guarantees of origin from renewable energy sources such as hydropower, wind and solar energy.

We use systems and operational measures designed to manage energy consumption, including district cooling.

Our key energy partners include:

• Fortum, supplying electricity to Lydmar Hotel.
• Ellevio, responsible for the electricity distribution grid.
• Stockholm Exergi, supplying district heating and cooling.

 

Waste management and recycling

Lydmar Hotel sorts and manages waste in accordance with the City of Stockholm’s requirements. Our waste management covers a range of waste streams with the aim of increasing sorting and recycling where appropriate.

This includes solutions for food waste, grease, packaging, electronics, glass, metal, corrugated cardboard, combustible waste and PET recycling.

Our partners include:

• Återvinningsbolaget, which manages mixed and bulky waste, electronics, corrugated cardboard, metal, glass and combustible waste.
• Stockholm Vatten och Avfall, with whom we cooperate regarding water usage and food waste.
• Sortera AB, procured by the City of Stockholm for grease trap maintenance. The subcontractor is ISO 9001 and ISO 14001 certified.
• Spendrups, our main beverage supplier, with whom we cooperate on a recycling system for PET bottles.

 

RENOVATIONS, MATERIALS & GUEST ROOMS

During our major renovation in 2018 – 2019, preserving the character and identity of Lydmar Hotel was a key priority. At the same time, we sought to retain existing materials and furnishings wherever appropriate and incorporate energy-efficient solutions.

Approximately 40% of the existing furniture and selected interior objects were retained and given new life in the renovated interiors.

Electrical installations and technical solutions were selected with energy efficiency in mind.

Our renovations focus on durable, high-quality materials and skilled craftsmanship. Where appropriate, we prioritise Swedish furniture, locally sourced fabrics and materials selected for long-term use.

Furniture dating back to the hotel’s opening remains in use today and is refreshed with new fabrics and colours when required. Furniture that is no longer needed by the hotel may be offered to employees where appropriate.

Our rooms and suites are designed with durability, quality and longevity in mind.

 

FOOD & BEVERAGE

Our food and beverage operations focus on sourcing, product selection and the efficient use of resources.

Local and certified sourcing

We prioritise locally produced ingredients where appropriate and seek to include organic alternatives where available.

A proportion of our beverages, including beer, cider, juice and mineral water, comes from Swedish producers. We actively seek to offer local alternatives across categories including spirits, beer and water.

Our beverage suppliers include Spendrups, Martin & Servera, Anora, Nigab and Edrington.

Our wine cellar focuses primarily on European wines. Organic wines are also available.

We prioritise MSC-certified fish where available.

Our seafood suppliers include Sorundahallarna, Fiskhallen Sorunda, Martin & Servera, Nordsjö Fisk and Bergfalk.

 

Efficient logistics

Where possible, we combine orders and coordinate deliveries between suppliers as part of our approach to managing the number of deliveries associated with our operations.

 

Resource efficiency during periods of lower occupancy

During periods of lower occupancy, operational areas and departments that are not required may be temporarily closed. This allows us to reduce the use of energy, cleaning products and other operational resources in areas that are not in use.

 

DIGITALISATION & MOBILITY

Digitalisation

Our digitalisation efforts extend throughout the organisation.

Employment contracts, salary statements, supplier agreements and various forms of internal and guest communication have been digitalised where appropriate.

Our Room Service menu is available digitally via the televisions in our guest rooms, reducing the need for printed menus while providing convenient access for guests.

Electric mobility

Electric vehicle charging is available through our partner in the garage.

We also offer guests access to electrically powered limousine services.

 

WORKING CONDITIONS

Responsible employment practices

Lydmar Hotel complies with applicable labour and employment legislation, including regulations concerning working hours.

We are committed to providing a professional working environment free from harassment, discrimination and inappropriate behaviour.

Employees should receive compensation in accordance with applicable requirements and agreements, and working hours and overtime must remain within applicable legal and contractual requirements.

We respect freedom of association and the right to collective bargaining.

Lydmar Hotel is a member of Visita, the Swedish hospitality industry’s employer organisation, which negotiates collective agreements with the Hotel and Restaurant Workers’ Union (HRF) and Unionen regarding wages and employment conditions

 

AGE REQUIREMENTS FOR EMPLOYMENT

Lydmar Hotel does not permit child labour. The minimum employment age at Lydmar Hotel is 18.

 

PREVENTING HUMAN TRAFFICKING AND PROSTITUTION

Lydmar Hotel takes a firm position against prostitution and human trafficking.

We maintain procedures and internal practices aimed at identifying and preventing exploitation in connection with our operations.

 

EQUALITY & DIVERSITY

Equality

Lydmar Hotel works to promote equality and maintains an up-to-date equality and action plan to identify areas for improvement and support continuous development.

Diversity and inclusion

We value a diverse workforce and recognise the contribution that different backgrounds, experiences and perspectives can make to our workplace and organisation.

We are committed to maintaining a professional working environment in which employees are treated fairly and with respect.

 

EMPLOYEE HEALTH, SAFETY & PRIVACY

A safe and healthy working environment

Providing a safe, healthy and professional working environment is an important priority for Lydmar Hotel.

Preventing work-related illness and injury forms part of our systematic work environment practices, and we continuously work to maintain and develop appropriate procedures for employee health and safety.

 

 

Confidentiality

Employees are expected to maintain strict confidentiality and handle sensitive information relating to Lydmar Hotel, our guests, colleagues and business operations with discretion and integrity.

 

ENVIRONMENTAL PRACTICES

Lydmar Hotel works to manage energy, materials and other resources carefully throughout our operations.

Our practical measures include waste sorting and recycling, purchasing renewable electricity backed by guarantees of origin, using district heating and cooling, retaining and refurbishing furniture where appropriate and reviewing how resources are used in our daily operations.

We continuously review these practices and identify areas where further improvements can be made.

 

ANTI-CORRUPTION

Lydmar Hotel has an established anti-corruption policy designed to prevent corruption, improper influence, conflicts of loyalty and other forms of unethical business conduct.

We expect employees and business partners to act professionally and transparently and in accordance with applicable laws and our internal policies.

 

WHISTLEBLOWING

Within the Grand Group, we aim to maintain an open and transparent workplace in which serious misconduct can be reported.

A whistleblowing framework is available to employees, business partners and other eligible stakeholders for reporting suspected serious misconduct.

Why whistleblow?

Our whistleblowing framework provides a channel through which suspected misconduct of public interest can be reported.

Who can report?

Individuals who are, or have been, associated with the Grand Group may be eligible to submit a report.

This includes individuals associated with:

• AB Nya Grand Hôtel
• The Sparrow Hotel AB
• Lydmar Hotel AB
• Blasieholmen 54 Restaurang AB
• Mathias Dahlgren Innovations AB
• Blasieholmen 54 Fastighetspartner AB
• FAM Förvaltning AB

Further information regarding eligibility is available in our Whistleblower Policy.

What can be reported?

Whistleblowing is intended for suspected serious misconduct within the organisation that may be considered to be in the public interest.

Evidence is not required when submitting a report. However, reports must be made in good faith.

How are reports handled?

Reports are handled confidentially. Personal information that is not relevant to a case is deleted, and information is retained only for as long as necessary.

Further information regarding the process, confidentiality and handling of reports is available in our Whistleblower Policy.

 

CONFLICTS OF INTEREST

All business decisions must be made in the best interests of the company.

Employees may not use their position within Lydmar Hotel for personal purposes or for purposes unrelated to their professional responsibilities.

Personal relationships must not improperly influence business decisions, recruitment processes or decisions concerning employment.

To reduce the risk of conflicts of interest, employees are expected to inform their immediate manager before accepting parallel employment, assignments or other professional commitments where these may create a potential conflict of interest.

 

COMPLIANCE & RESPONSIBILITY

Lydmar Hotel’s Code of Conduct defines the standards and expectations that apply to our own operations as well as to our suppliers and business partners.

We reserve the right to decline arrangements or activities that we consider inconsistent with our Code of Conduct or that may present a risk to our employees, guests, brand or business.

 

CORPORATE SOCIAL RESPONSIBILITY

Lydmar Hotel supports Talita, an organisation dedicated to supporting women who have experienced prostitution, pornography and human trafficking for sexual purposes.

Through our partnership with Talita, we support the organisation’s work with affected women.

Further information about Talita and its work is available through the organisation.