Page 31 - Bouvet årsrapport ENG 2010 ePub

Bouvet annual report 2010 31

forging stronger links with its clients, Bouvet stages monthly regional seminars to discuss current topics. Tese include both general trends in the IT sector and practical issues. Te seminars are well attended, and make an important contribution to building expertise in the Group.

Bouvet also makes its mark as a strong professional team in Norway through the frequent use of its technical specialists as speakers at conferences and seminars. Group employees also participate actively in technical arenas, both nationally and regionally. Te high level of commitment among employees is important for Bouvet, and helps to highlight its expertise to both existing and potential clients as well as contributing to the recruitment of able new personnel.

Te Group’s workforce has expanded strong-ly over the past 12 months, and emphasis has been given when appointing new em-ployees to achieve a good division between experienced consultants with leading-edge expertise and talented younger people.

Welfare

Bouvet pays close attention to developments in job satisfaction, and its annual employee survey yields high scores on this aspect. Among other questions, respondents were asked whether they were proud to work for the Group, whether they would recommend a job there to friends and whether they regarded their colleagues as competent. All

these questions received a high score, with an average of fve on a scale from one to six.

An important factor in achieving this high job satisfaction is the focus on ofering employees challenging assignments in a good social environment. Bouvet has a fat organisational structure, which means the individual employee becomes involved in important decision-making processes. Tat

contributes to creating an organisation where people take responsibility and help each other to solve challenging assignments.

A great many of the Group’s employees are active in various sports, and a good social environment is often the result of shared experiences. Bouvet accordingly facilitates and supports a number of leisure activi-ties and social events. Another important

source of job satisfaction for personnel is the weight given by the Group to ensuring that work can be combined with family life and leisure.

Health

Total sickness absence for the working year was 4.1 per cent, up from 3.8 per cent in 2009, or 42 784 hours. No serious working accidents occurred during 2010. Bouvet has contracts with local medical centres to provide an occupational health service.

Equal opportunities

Bouvet is working long-term to increase the percentage of women among its employees, but acquiring the right expertise will always take priority in recruitment.

Te female proportion rose somewhat from the year before to 23 per cent in 2010. Tis distribution is more or less the same among consultants and management. Women and men in comparable jobs receive the same pay, while the distribution of working time is the same for both genders.

Discrimination

All Bouvet employees are duty-bound to contribute to a positive and professional working environment. Tis means that they will treat each other with respect, and that all forms of discrimination are unacceptable. Tat includes discrimination on the basis of religion, colour, gender, sexual orientation, age, nationality, race and disability.

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20 000

40 000

60 000

80 000

100 000

2010 2009 2008 2007 2006

NET CASH FLOW OPERATIONS

NOK 1 000

0

100

200

300

400

500

600

700

2010 2009 2008 2007 2006

EMPLOYEES (31 DEC)

0

100

200

300

400

500

600

700

2010 2009 2008 2007 2006

AVERAGE NUMBER OF EMPLOYEES

“

A good infow of contracts during the fourth quarter provided a positive start to 2011 and, viewed overall, Bouvet expects to make continued progress in the year

to come.