{"id":1232,"date":"2025-12-12T08:56:54","date_gmt":"2025-12-12T06:56:54","guid":{"rendered":"https:\/\/ltou.lt\/activities-and-strategy\/darbo-kultura-ir-atsakomybe\/"},"modified":"2026-03-23T12:23:54","modified_gmt":"2026-03-23T10:23:54","slug":"work-culture","status":"publish","type":"page","link":"https:\/\/ltou.lt\/en\/activities-and-strategy\/work-culture\/","title":{"rendered":"Work culture and responsiblity"},"content":{"rendered":"\n\n\n\n\n\n\n
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\n Employee wellbeing <\/h4>\n
\n To ensure the airports\u2019 effective operation and further development, we place particular emphasis on building relationships between employees and the organization that are grounded in partnership and care. We continuously improve our compensation policy and onboarding processes, develop employees\u2019 competencies, encourage and enable career growth within the company, and strive for ever-greater employee engagement.
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\r\nOne of our key strategic indicators for strengthening employee wellbeing is the engagement index, which we measure annually through a survey together with employee job satisfaction and the employee loyalty score (eNPS). The survey\u2019s results help us identify our employees\u2019 main concerns and expectations and pinpoint the areas that require improvement, so we can address them at the organizational and team levels. <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/section>\n\n\n
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\n Diversity, equality and inclusion <\/h2>\n
\n
\n 2023 <\/div>\n
\n
\n Employee engagement <\/div>\n
\n 62 <\/div>\n <\/div>\n
\n
\n Job satisfaction <\/div>\n
\n 69 <\/div>\n <\/div>\n
\n
\n Loyalty indicator <\/div>\n
\n 28 <\/div>\n <\/div>\n
\n 2024 <\/div>\n
\n
\n Employee engagement <\/div>\n
\n 59 <\/div>\n <\/div>\n
\n
\n Job satisfaction <\/div>\n
\n 69 <\/div>\n <\/div>\n
\n
\n Loyalty indicator <\/div>\n
\n 30 <\/div>\n <\/div>\n <\/div>\n

\n Indexes of employee engagement, job satisfaction and loyalty, % <\/p>\n <\/div>\n <\/section>\n\n\n\n

<\/p>\n\n\n\n

Measures for social dialogue with employees<\/strong><\/summary>\n
    \n
  • by encouraging employees to share their observations, suggestions and expectations directly with their managers and colleagues;<\/li>\n\n\n\n
  • by collaborating with the works council that represents employees\u2019 interests;<\/li>\n\n\n\n
  • by offering employees the opportunity to propose and carry out initiatives as part of a team of cultural ambassadors within the organization;<\/li>\n\n\n\n
  • by conducting periodic employee surveys.<\/li>\n<\/ul>\n<\/details>\n\n\n
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    \n At Lithuanian Airports, we maintain an inclusive environment where people\u2019s diversity is respected, an open attitude is fostered, and human rights are ensured. We are one of the founding members of the Diversity Charter and continuously work with both the Charter and other signatory organizations, sharing experiences and best practices. We also collaborate on inclusion issues with the Equal Opportunities Ombudsperson and the SOPA social employment agency. We have joined the Equal Opportunities Wings standard and have received the highest rating \u2013 three Equal Opportunities Wings \u2013 for our organization\u2019s culture which favors and promotes equal opportunities. <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/section>\n\n\n
    \n
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    \n Documents <\/p>\n

    \n
    \n
    \n \n Equal opportunities policy <\/span>\n <\/div>\n \n \n Preview <\/span>\n \n \n\n<\/svg>\n <\/i>\n <\/a>\n \n <\/div>\n
    \n
    \n \n Violence and Harassment Prevention Policy <\/span>\n <\/div>\n \n \n Preview <\/span>\n \n \n\n<\/svg>\n <\/i>\n <\/a>\n \n <\/div>\n
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    \n \n Employee Code of Ethics <\/span>\n <\/div>\n \n \n Preview <\/span>\n \n \n\n<\/svg>\n <\/i>\n <\/a>\n \n <\/div>\n <\/div>\n <\/div>\n <\/section>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":2,"featured_media":0,"parent":973,"menu_order":22,"comment_status":"closed","ping_status":"closed","template":"template-narrow.blade.php","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"ep_exclude_from_search":false,"footnotes":"","_wp_rev_ctl_limit":""},"class_list":["post-1232","page","type-page","status-publish","hentry"],"acf":[],"publishpress_future_action":{"enabled":false,"date":"2026-07-09 00:46:35","action":"change-status","newStatus":"draft","terms":[],"taxonomy":"translation_priority","extraData":[]},"publishpress_future_workflow_manual_trigger":{"enabledWorkflows":[]},"_links":{"self":[{"href":"https:\/\/ltou.lt\/en\/wp-json\/wp\/v2\/pages\/1232","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ltou.lt\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/ltou.lt\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/ltou.lt\/en\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/ltou.lt\/en\/wp-json\/wp\/v2\/comments?post=1232"}],"version-history":[{"count":3,"href":"https:\/\/ltou.lt\/en\/wp-json\/wp\/v2\/pages\/1232\/revisions"}],"predecessor-version":[{"id":3241,"href":"https:\/\/ltou.lt\/en\/wp-json\/wp\/v2\/pages\/1232\/revisions\/3241"}],"up":[{"embeddable":true,"href":"https:\/\/ltou.lt\/en\/wp-json\/wp\/v2\/pages\/973"}],"wp:attachment":[{"href":"https:\/\/ltou.lt\/en\/wp-json\/wp\/v2\/media?parent=1232"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}