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About the page
I have worked at Parker in Borås for almost three decades. In that time I have seen many changes, but none as sweeping and as unfair as ACIP. This page exists for one reason only: to make it visible.
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My background
I started at Parker as a CNC operator and have also worked as a assembly worker. I joined IF Metall straight away and was soon elected to the workshop club. For many years I was chairman and later a member.
Throughout the years, I have reacted against injustice — both in and outside the workplace.
When ACIP was introduced
When Parker introduced ACIP in 2022, it quickly became clear that the system gave white-collar workers a target bonus of 10%, while blue-collar workers received 5%. This was a complete departure from the principle of fairness that Swedish management had previously defended.
What had previously been a stated value — that blue-collar workers and white-collar workers should be treated equally — was abandoned without explanation.
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Attempts to influence
When ACIP became a reality, I wrote to Parker’s then-CEO, Tom Williams, expressing my dissatisfaction. This led to a Zoom meeting with the Swedish division manager and the division’s HR manager. The result? I realized that the entire Swedish management was wholeheartedly behind ACIP. A complete turnaround — from protecting justice to accepting a system that does the opposite.
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Resistance also from the union
When I continued to protest, I was met with resistance even within the union. The argument was that ACIP could not be influenced and that criticism would risk the relationship with the company. It went so far as to discuss whether I should be expelled from the board.
I chose to wait until the right time came. That time is now.
That's why I created whyacip.com.
Why this page exists
Will this page lead to a change in ACIP?
Instead of answering that question, you can ask another question.
Is it better to do nothing at all?
This page exists to give blue-collar workers a voice, gather experiences, and create a forum where ACIP can be discussed openly — something that is missing today.
What can blue-collar workers do?
For ACIP to be discussed openly, blue-collar workers need to take the initiative. The company won't do it for you, and the union will only do it if you demand it.
Online – Comment where possible. – Use the contact form to share information and experiences.
At work – Talk about ACIP during coffee breaks. – Ask your union representatives questions. – Demand that they push for the issues that concern you.
You have chosen them. They represent you — not the company.
International perspective
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This page is naturally based on Swedish conditions.
Parker is a global company, but ACIP is not a globally fair system. In some countries, such as Germany, IG Metall organizes both blue-collar and white-collar workers. There, bonus models are more balanced and are based on the principle that all groups contribute to the result.
The contrast is clear: in Sweden, a model has been chosen that systematically favors white-collar workers over blue-collar workers.
It would be valuable to hear how ACIP works at other Parker facilities. How do you experience fairness, influence, and dialogue?
Help spread the page
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I will use all available channels to spread the page. Please help by sharing it in any way you see fit.
This is a living project. Every experience, every point of view, and every voice makes a difference.
Would you like to contribute? Use the contact form or comment function where possible.
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