Businesses need a high level of employee engagement to succeed. EVRY worked proactively on employee engagement in 2017 and made good progress throughout the year in terms of employee engagement and company performance. EVRY also worked actively on creating a more performance-based culture with greater proximity to customers and more collaboration.
EVRY’s corporate culture inspires its employees to be enterprising and to focus on ideas and innovation without being afraid of failure. We want to be a business partner that challenges its customers and brings ambitious but realistic ideas to the table. EVRY’s transformation process has included a particular focus on creating a much more performance-based culture whose starting point is the creation of greater customer value and better commercial results.
EVRY's value proposition for its current and potential employees is «Shape the future today»
EVRY invested heavily in talent and attracting new employees in 2017. A total of 600 new employees joined the company in 2017, many of whom have complementary expertise relative to that which EVRY already possesses. A number of the new employees have expertise in new areas including robotics, augmented reality and virtual reality, and these employees will work actively on developing new solutions in close dialogue with customers, creating real customer value and driving profitable growth for EVRY.
Norway's most attractive employers in 2017, according to Universum´s survey
|IT professionals||IT students|
|1. Google||1. Google|
|2. Microsoft||2. Microsoft|
|3. FINN.no||3. DNB|
|4. EVRY||4. BEKK Consulting*|
|5. Telenor||5. Norwegian Armed Forces|
|6. DNB||6. Telenor|
|7. BEKK Consulting*||7. EVRY|
|8. Norwegian Armed Forces||8. Kongsberg Gruppen|
|9. Knowit||9. Norwegian Data Protection Authority|
|10. Visma||10. FINN.no|
EVRY is in Sweden ranked by IT students as no. 74, and by IT professionals as no. 51.
* Subsidiary of EVRY
Attractive workplace for new and prospective employees
Developing and retaining talent is critical to EVRY. The company has high ambitions for its customers, and this is also reflected in the company’s internal ambitions. In addition to working on the company’s vision and values, EVRY has also produced a value proposition for all employees, which is “Shape the future today”.
This new value proposition defines both EVRY ASA an organisation and what its employees actually do. It also defines important aspects of EVRY’s corporate culture. Companies have no choice but to become digital if they are to maintain and strengthen their ability to compete; their future survival depends on their ability to shape the future today. This is where EVRY wants to be a key partner to its customers. EVRY needs to attract new expertise and talent, and its new value proposition is also intended to be relevant to this target audience, specifically to communicate how the company offers potential employees the opportunity to shape their career and future today.
Percentage of women
|Norway||27 %||25 %|
|Sweden||29 %||28 %|
|Nordic||28 %||26 %|
Percentage of women managers
|EVRY Group||38 years||39 years|
Working environment and employee satisfaction
EVRY aims to be an attractive employer, and the Group’s working environment is good. Employee satisfaction is surveyed quarterly. The results of each survey are discussed by all of EVRY’s governing bodies as well as by its employee and management groups at all levels. The main topics assessed by the employee surveys are the Group’s working environment, employee motivation, commitment, management, reputation and compliance with the company’s values. The survey leads to the introduction of concrete improvement measures in EVRY’s operating plans.
EVRY worked in a targeted way on these areas in 2017, with good progress achieved despite 2017 being a year of significant change. The employee engagement survey for the final quarter of 2015 yielded a score of 75.3, which improved to a score of 81.6 in the final quarter of 2017. Improvements were seen in all assessment areas in 2016, with the score for employee pride increasing strongly from a less than desirable 66.4 in the final quarter of 2015 to 76.4 in the final quarter of 2017.
EVRY has well-established processes and systems for employee development. These form an annual cycle with employee appraisal meetings held in the first and third quarters. These meetings are held to address where employees are in relation to the company’s career model, to set personal targets and to agree training requirements. In addition to the intensive training gained by completing demanding assignments and projects, more formal training and certification opportunities are provided by the EVRY Academy’s extensive offering. The EVRY Academy organises classroom and e-learning courses for all employees, with some courses delivered by EVRY employees and others by external experts. Our goal is to retain and develop our employees so they grow together with the business. We have set up processes to ensure this is a well-established part of the company’s operating model. There is also an emphasis on ensuring EVRY has a culture in which all employees are trusted knowledge workers whose development and skills are material to EVRY’s success, both internally and externally. We see our organisational culture as our primary competitive advantage, and this requires continual and systematic attention to ensure we are in front.
Gender equality and demographics
The EVRY group employs more than 2 400 women, which in total represents 28 percent of the workforce. EVRY is one of the largest employers of women in IT in the Nordic region. Women represent 27 percent of EVRY’s workforce in Norway and 29 percent in Sweden. EVRY’s male and female employees have equal access to all types of position. The distribution of genders is also reflected in management, where the proportions of women are 26 percent in Norway and 36 percent in Sweden.
EVRY has well-established personnel guidelines that ensure there is no discrimination based on gender in matters such as salaries, promotion and recruitment. The average salary for women is slightly lower than that for men, with the annual salary for women representing 90.7 percent of men’s. This reflects the fact that the average age, and accordingly the seniority, of women is somewhat lower. In the recruitment process, emphasis is placed on attracting highly qualified employees of both genders. The Group’s employees have extensive experience, and their average age is 38. At the end of 2017, EVRY’s executive management team totalled nine people, one of whom is a women. The proportion of women on the Board of Directors of EVRY ASA was 42 percent.
Absence due to sickness and accidents
EVRY works in a systematic and long-term way on health, safety and the working environment. The primary focus of the company’s work in this area is on preventative measures to keep sick leave at the lowest possible level, to avoid risks to life and health, to minimise adverse effects on the environment and to prevent accidents and injuries. The risk of serious injuries and fires is considered to be extremely low. The preventative health measures include early intervention for health problems, encouraging a healthy diet in EVRY’s canteens and organised sports activities.
Inclusive working environment
EVRY focuses on encouraging a working environment that is free of discrimination, whether on grounds of religion, skin colour, gender, sexual orientation, age, functional disability, or national or ethnic origin. The Norwegian part of the Group has entered into an agreement for “Inclusive Working Environment” (the IA Agreement) to strengthen the focus on working environment programs, measures to reduce absence due to sickness, and diversity. The Group collaborates with Telenor Open Mind and routinely offers work experience placements for individuals with disabilities.
The most important human right for EVRY’s employees relates to data protection. EVRY focuses on this as the data controller for its own personal data. We have initiated work on complying with the EU’s new General Data Protection Regulation (GDPR), which will enter into force on 25 May 2018. EVRY supports the United Nations Universal Declaration of Human Rights and related conventions.
The company places particular emphasis on protecting the fundamental rights of employees as embodied in the ILO core conventions. EVRY’s Code of Conduct is aligned with the UN’s Global Compact. This commits the company to following the 10 basic principles, which address labour rights and environmental and social responsibility issues. EVRY’s suppliers have to satisfy the standards EVRY itself observes in all areas related to corporate social responsibility.