How we work

Inwido manages and develops business units offering windows, doors, comfort, improved indoor climate and safety, as well as associated services and accessories for customers and consumers in Europe. Focusing on consumer needs, the operations offer innovative products and services with attractive designs and reduced environmental impact, enhancing people’s well-being.


Four corner stones for growth

Four corner stones for growth

Business mission for profitable growth

As Europe’s leading window group, Inwido's business concept is to develop and sell the market's best customized window and door solutions through a decentralized structure and with focus on the consumer-driven market, in order to create long-term sustainable growth, organically and through acquisitions.

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For this reason, Inwido’s strategy rests on four corner stones: 

A decentralized structure drives customer and results focus. By giving the business units full profit/loss and business responsibility, the customer and results focus increases, which makes them stronger, long-term.

Focus on consumer driven markets for profitable growth. By focusing on the needs of the consumer-driven market, with strong channel and segment positions and attractive products and offers that create added value, we generate profitable growth over time.


Sustainable growth driven through acquisitions. Growth is created through acquisition of profitable and strong companies with potential for further improvements. This ensures sustainable long-term value creation.

Synergies drive structural improvements. With focus on purchasing, finance, leadership, technology and sustainability economies of scale are created, and best practice is spread across the Group.

Our organization

Our organization

The Inwido Group has a highly decentralized structure, affording scope for entrepreneurial spirit. Each business unit makes its own decisions based on its local conditions, retaining full responsibility for its business and earnings.

In our industry, no two markets are the same. There are a number of factors that can make one region totally unlike its neighbour. Everything, from local construction techniques to lifestyle, government regulations, seasonal variations or simply consumers’ preferences and tastes, determine development. The sales process is also complex. Products are generally sold before being manufactured, because all products are customized in accordance with the demands of the final customer. Furthermore, sales and production alike normally have strong regional roots.

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Accordingly, those who succeed have one thing in common: An in-depth knowledge of their particular market. We have chosen to approach this through a strongly decentralized organizational structure in which our companies are afforded the opportunity to act as independently as possible. Our business units can operate just like entrepreneurs, mandated to make the most effective decisions, focusing on their particular customers and businesses. They simultaneously receive central support on a number of strategic issues, including purchasing, digitization, financing, IT and leadership. In this way, they can reach their full development potential faster.

Inwidos business units are organized into four business areas, Scandinavia, Eastern Europe, e-Commerce and Western Europe. Thanks to the absence of unnecessary decision-making levels, the Group management can be kept to a small number of people nurturing insights, synergies and other economies of scale. The result is an agile and efficient Group in which both companies and the Group can adapt more quickly to market fluctuations, while customer relations are further strengthened.


Leadership and development

Inwido’s companies have one thing in common: Their need for the right skills. As an owner, Inwido contributes with structured processes to identify talented individuals and to develop them as leaders.

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Inwido’s companies operate in a changing world. The day-to-day lives of the companies are continuously affected by digitization, new design trends and energy efficiency improvements. Inwido’s model, according to which the companies are responsible for their own business and profit development, gives the companies considerable opportunities to adapt to local conditions.

At the same time, the decentralized structure requires the companies to have skilled and capable leaders. We want to have people with the right skills, to minimize bureaucracy and to ensure that everyone has clear targets to work towards.

We also want everyone in the Inwido family to adhere to our Code of Conduct and embrace our strong values in every contact with colleagues, customers, suppliers and other stakeholders. A couple of perspectives guide us in particular:  

  • A respectful attitude: We treat people, the environment and society with respect.
  • Courage to improve: We challenge ourselves as well as customers and our partners to develop and grow.
  • High standards: We always act with integrity and try our very best.

    To help the subsidiaries work with this in a structured manner, Inwido contributes processes and insights on HR matters, from recruitment and introduction to development and departure. The ambition is for the Inwido companies to build robust employer brands with strong corporate cultures and motivated employees. By means of a Group-wide management development programme, we safeguard a consensus on development and leadership in the companies.

    In the Inwido Group, considerable importance is attached to issues concerning safety and health while, at the same time, our decentralized structure requires that everyone be familiar with the relevant codes of conduct and adheres to our policies. We also strive to ensure that the companies maintain a good balance between men and women in managerial positions.

    Whistleblower policy

    We have an anonymous system accessible to all employees for raising integrity concerns within the Group. Employees can apply the Group’s whistleblower policy if they have reason to suspect that laws, other legal requirements or the Code of Conduct are possibly being violated.

    All reports are considered and shall, if necessary, be investigated. No forms of reprisals are allowed (termination of employment, harassment, discrimination etc.) as a result of reporting in good faith or participating in Inwido's investigation of a reporting.

    Our Code of conduct

    Lena Wessner

    Lena in an interview about ambitions in leadership and employmentship

    Inwido's business units operate in a changing world. Digitization, new design trends and energy efficiency improvements are constantly affecting employees' everyday lives. Succeeding in recruiting, developing and retaining committed leaders and employees is therefore a significant competitive factor for the Inwido Group.

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    In the interview below with Lena Wessner, you get to know more about the investments in leadership issues

    Why are leadership issues so important to Inwido?

    - Good leadership is an important success factor for all businesses and the biggest difference between fantastic companies and downright bad ones. Protecting and developing human capital has a direct connection to companies' success and potential. That is why we work purposefully to develop our leadership and to create the conditions for even better employeeship.

    How does Inwido support its companies in HR development?

    - From the Group, we work strategically with processes and guidance, from recruitment and introduction to employee surveys, development initiatives and closures. The ambition is for the Inwido companies to build attractive employer brands with strong corporate cultures and committed employees.

    What do you think characterizes a good workplace?

    - Commitment, job satisfaction, meaningfulness, great opportunities for personal development and open communication and inclusion. These are some ingredients in a strong and sustainable work environment where people grow while developing the company and making a difference for their customers.

    Inwido as a partner

    Inwido, Europe’s largest window group and a natural home for the region’s strongest companies in the areas of comfort, indoor climate and safety, offers Group-wide, strategic collaborations with suppliers, customers and partners. Our ambition is to establish long-term and profitable partnerships.

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    We have a strongly decentralized organizational structure in which our subsidiaries are afforded the opportunity to act as independently as possible. They simultaneously receive central support on a number of strategic issues, including purchasing, digitization, financing, IT and leadership.

    As a partner, Inwido and our companies offer extensive experience and broad expertise, financial stability, opportunities for enhanced efficiency, collaboration on technology and digitization, as well as other strategic advantages derived from collaborating with a market-leading group.

    At central level, specialists responsible for their particular categories work strategically with procurement of, for example, wood, glass, aluminium, paint and logistics for the production and transport of windows and doors for all of Inwido’s companies.

    Our agreements at the group level enable the procurement of larger volumes of materials, bringing advantages in terms of price. Our cooperation with our suppliers also benefits us by giving us access to their latest innovative solutions.

    Efforts to minimize the risk of disruptions to deliveries to our factories is another important part of this work. We mainly achieve this through dual sourcing, meaning that we avoid being dependent on any single supplier in any of the different product categories. This makes us less vulnerable and more flexible in the allocation of our resources.

    In our efforts to select suppliers, we apply a process to identify potential suppliers, approve selected suppliers, implement cooperative processes and procedures and to regularly evaluate our suppliers.

    Our Code of conduct