Page 59 - EVRY Annual Report 2012

From the Boardroom 59
good and inclusive working fellowship, ensure diversity and
contribute to a good environmental standard. The Code of
Conduct is available on the group’s website.
The amount of work and priority placed on social responsi-
bility continue to increase year by year, and EVRY intends
to systematise its efforts through employee involvement and
greater focus in the various business areas.
Working environment and employee satisfaction
The working environment in the group is regarded as good.
This is reflected by an employee satisfaction survey sent to
8,400 employees in Norway, Sweden, Denmark, Finland,
Ukraine and India. The response rate was high at 90.4%. The
employee satisfaction survey reported a score of 76 points
in 2012 compared to 74 points in 2011, based on a scale of
100. This is regarded as a good result in light of the fact that
the organisation has undergone extensive changes in what
was the largest IT merger In the Nordic region in terms of
employee numbers. The survey also reported on satisfaction
with management at all levels. In total, the management
index showed an improvement from 76 points in 2011 to 78
points in 2012.
Key topics for the employee satisfaction survey are work-
ing environment, motivation, commitment, leadership and
compliance with the company’s values. On the basis of the
survey, all managers are required to prioritise improvement
measures in their own action plans.
The company attaches great importance to ensuring that
all managers carry out appraisal interviews with all their
employees, and that individual employees have annually
updated plans for training and personal development.
Absence due to sickness and accidents
The company pays particular attention to absence due to sick-
ness, and is committed to preventative measures to help as
many employees as possible avoid sick leave. It can be noted
in this connection that 32% of the employees of EVRY AS in
Norway took no sick leave at all in 2012. EVRY has imple-
mented a project known as ‘Ses i morgen’ (‘See you in the
morning’) to reduce absence due to sickness. The project has
involved targeted training for managers, an expanded range of
assistance from the company health service for both individu-
als and for groups and a pilot project known as “one step up”
to evaluate the effect of organised fitness training, as well as
providing better advice to managers on managing sick leave
in their area. EVRY has also focused on alcohol abuse through
a program known as “Balance”. This project aims to increase
the awareness of alcohol issues by individual employees. The
company is now considering extending these activities to
other units in the group .
Absence due to sickness in 2012 was 3.2% in the group’s
Nordic activi¬ties, with 3.7% in Norway and 2.3% in Sweden.
In 2011, absence due to sickness in Norway was 3.6%, while in
Sweden absence due to sickness was 2.3%. Span Systems and
ION Solutions in India reported absence due to sickness for
2012 of 1.3% and 1.2% respectively, while Infopulse in Ukraine
had absence due to sickness of 0.9%. A direct comparison can-
not be made of absence due to sickness in different countries,
since the operating environment is very different.
There are well-established procedures for close, thorough
follow-up of absence due to sickness and co-ordination with
the occupational health services in the Nordic countries. This
ensures good support for managers, delivers assistance di-
rectly to employees at the onset of illness and other conditions,
and ensures sound preventative measures. The risk of acute
injuries is very low. Thorough fire prevention work of both an
organisational and a technical nature has been carried out. In
2012 there were two occupational injuries resulting in absence
fromwork, both of which were caused by falls.
Inclusive working life
EVRY focuses on encouraging a working environment that is
free of discrimination, whether on grounds of religion, skin
colour, gender, sexual proclivity, age, national or ethnic ori-
gin or functional disability. In addition, the company empha-
sises the role its employees play in ensuring that the working
environment is free of bullying, personal abuse, harassment
or other unacceptable behaviour. The Norwegian part of the
group has entered in to an agreement for “Inclusive Working
Life” to strengthen the focus on working environment
programs and sickness absence, to contribute to employees
remaining longer in work and to the inclusion of the func-
tionally disabled.
The group co-operates with bodies including the Norwegian
Labour and Welfare Organisation (NAV) on paving the way
for employees with disabilities.
Gender equality and demographics
EVRY’s Nordic activities employ more than 1,700 women,
making it one of the largest IT workplaces for women in
the Nordic countries. Women make up 23% of the group’s
workforce in Norway and 27% in Sweden. Male and female
employees have equal access to all types of job role. The dis-
tribution of genders is also reflected in management, where
the proportions of women are 24% in Norway and 22% in
Sweden. EVRY operates established personnel guidelines
designed to ensure that there is no discrimination on the
basis of gender in matters such as salaries, promotion and
recruitment. In the recruitment process, emphasis is placed
on attracting highly qualified employees of both genders.
At the end of 2012, EVRY’s executive management team
totalled 12 persons, of whom three are women. Women make
up 40% of the group’s Board.
The average salary earned by women was 93% of the average
salary for men, an increase of 1 percentage point from the
previous year. The somewhat lower salary reflects the fact