Our business is built on people, and we consider our employees to be our most valuable strength. Health, safety and the well-being of our employees is important not only from an ethical point of view, but also enables us to create and deliver value to our clients.
In addition to our own employees, our business and products have health and safety related impacts elsewhere in our value chain. Product safety and safe installation work are a high priority for us. In addition, operating in a multitude of locations allows us to also pay close attention to the working conditions at our suppliers’ end.
As part of Ensto’s new strategy, diversity and inclusion have been identified as important factors in sustainable growth, alongside health and safety. We see a diverse and inclusive workplace as a strength that helps us to attract a talented workforce to further drive innovation and business success. Our aim is to strengthen our culture in which everyone can be themselves and all differences and opinions are valued.
Setting targets and planning future actions
Diversity and inclusion was set as Ensto’s new sustainability priority and strategic focus area in 2021, and the focus during that year was on defining the ambition level and preliminary targets around this theme. We aim to develop Ensto’s diversity and inclusion by focusing on gender diversity especially in senior level positions, improving the gender gap in salaries, and by growing our overall know-how on matters relating to diversity and inclusion.
In 2022, the development of this theme continued, and the first concrete diversity and inclusion plan was made. The first phase of the plan was launched in the same year, with diversity training for management, leaders, and HR. In the future diversity e-learning training will be mandatory for all Ensto employees.
Job framework brings transparency and equality to our salary system
Our target is to have equal pay for all genders. In 2021, we created a globally consistent and transparent job framework for the different roles and their requirements within the company. The Job Framework makes salaries comparable in all countries and helps in bridging the salary gap between men and women.
The average salary of women improved by 5% during 2022 due to the Job Framework project. In 2022, Ensto’s superiors were trained in more detail to utilize the Framework throughout the salary review processes, to ensure equal and transparent treatment of all personnel. Our target is also to increase the female share to 27 % in senior positions by 2025, as women are under-represented in certain job classes at Ensto.
Renewed recruitment process and upgraded tool
Recruitment and onboarding of new employees are important from an organizational culture building point of view. In 2022, we updated our recruitment concept and moved globally into a new recruitment tool Teamtailor, that offers multiple possibilities to enhance recruitment.
In 2022, we implemented anonymous recruiting in the first stage of our recruitment process. It means that the recruiter doesn’t see the applicant’s name, age, gender, picture etc. We also announced the salary accordion in connection with our job announcements.
NPS 27
Net promoter score increased from 18 to 27 (2022)
37%
of employees are women and other gender (2022)
43.9
the average age of Ensto employees
