Employee engagement & culture

EVRY embraces diversity

EVRY invested heavily in 2018 in recruiting talented employees with expertise in new areas of technology, with a range of new people joining over the course of the year. These new employees will actively contribute to EVRY’s further development as well as to the development of future-oriented solutions that will generate profitable growth.

Businesses need a high level of employee engagement to succeed. EVRY worked proactively on employee engagement in 2018 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 is one of the largest employers of women in IT in the Nordic region. Women represent 28 percent of EVRY’s workforce in Norway and 30 percent in Sweden.

Large-scale recruitment

EVRY invested heavily in talent and attracting new employees in 2018. The change from infrastructure to applications services and consulting services means that EVRY needs to re-skill its workforce. EVRY is therefore recruiting new employees in a range of professions with backgrounds that are relevant to customers. This is enabling EVRY to offer customer teams that are varied in terms of their educational background, expertise, experiences, age, gender and cultural heritages.

EVRY recruited 1 712 new employees in 2018, while 1 494 left the company. The turnover rate for the IT industry is higher than in other sectors and, even though EVRY’s churn rate is slightly lower than the industry average, it is still important for us to work to identify what is required in order to retain more colleagues for longer.

A total of 800 new employees joined the company in Norway and Sweden, many of whom have complementary expertise relative to that which EVRY already possesses. A number of the new employees have expertise in new areas, 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.

Attractive workplace

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 value proposition defines both EVRY ASA as 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

  2018  2017 
Norway  28  27 % 
Sweden  30  29 % 
Nordic  29  28 % 

Percentage of women managers

  2018  2017 
Norway  30  26 
Sweden  34  36 
Nordic  31  29 

Sick leave

  2018  2017 
Norway  3.2%  3.0% 
Sweden  3.2%  3.3% 
Latvia  3.8%  3.6% 
India  1.5%  2.1% 
Ukraine  1.2  1.2% 

Average age

  2018  2017 
EVRY Group  39 years  38 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 2018. The employee engagement survey for the final quarter of 2017 yielded a score of 81.6, which improved to a score of 81.7 in the third term of 2018.

Employee development

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.

Diversity, gender equality and demographics

The EVRY group employs 2 587 women, which in total represents 29.4 percent of the workforce. EVRY is one of the largest employers of women in IT in the Nordic region. Women represent 27.6 percent of EVRY’s workforce in Norway and 30.0 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 29.8 percent in Norway and 33.6 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.

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 39. At the end of 2018, EVRY’s executive management team totalled eleven people, three of whom are women. The proportion of women on the Board of Directors of EVRY ASA was 42 percent.

EVRY Employee Engagement Survey 2018

Q1 16
Q2 16
Q3 16
Q4 16
Q1 17
Q2 17
Q3 17
Q4 17
T1 18
T2 18
T3 18

Index

Q1 16
Q2 16
Q3 16
Q4 16
Q1 17
Q2 17
Q3 17
Q4 17
T1 18
T2 18
T3 18

Pride

Q1 16
Q2 16
Q3 16
Q4 16
Q1 17
Q2 17
Q3 17
Q4 17
T1 18
T2 18
T3 18

Commitment

Q1 16
Q2 16
Q3 16
Q4 16
Q1 17
Q2 17
Q3 17
Q4 17
T1 18
T2 18
T3 18

Leadership

Q1 16
Q2 16
Q3 16
Q4 16
Q1 17
Q2 17
Q3 17
Q4 17
T1 18
T2 18
T3 18

Execution capabilities

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.

Human rights

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. 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.