Hexagon Annual Report 2019

66 2019 AT A GLANCE FROM THE BOARD ROOM FINANCIAL STATEMENTS Sustainability Report Results INDICATOR UNIT 2019 2018 Employees FTEs 1,008 918 Female FTEs 186 166 Female Percentage 18.4% 18.1% Employees at manager/ senior level FTEs 601 N/A 1) Females at manager/ senior level FTEs 135 N/A 1) Female at manager/ senior level Percentage 22.5% N/A 1) Turnover Percentage 10% 4.8% Female members of the board of directors Number 2 3 Female members of the board of directors Percentage 40% 50% Absence Percentage 3.5% N/A 1) Recorded incidences of discrimination Number 0 0 Organizational development Through the internal learning and development function “Hexagon University”, Hexagon offers several different programs to its employees. The aim is to continue to build and implement programs that are valuable for the develop- ment of the talent base. In 2019 “The Hexagon Way” module was developed and introduced. This course is the “flagship” of Hexagon University offerings and is an 8-hour, highly interactive and engaging curriculum that focuses on Hexagon’s people understanding their role with its vision, purpose and values. This class is taught by senior leadership and will continue to be rolled out. Diversity In an increasingly complex and demanding business envi- ronment, having teams with complementary skill sets and backgrounds is vital for success. As a global organization Hexagon currently employs people from more than 30 different nationalities. Research shows that companies with a more diverse workforce perform better financially and Hexagon believes that people with different approaches and experience drive innovation and a dynamic work environment. Hexagon has continued to act to create an internal talent pool that is diverse across demographics. This is achieved through both our selection process and the work environ- ment that Hexagon promotes and supports. Preferential treatment or discrimination in working conditions due to gender, religion or ethnic background is strictly prohibited. According to the Great Place to Work survey 89% (89%) of the employees answered that they are treated fairly, regardless of gender. Hexagon has prioritized the recruitment of highly qualified women, notwithstanding the challenges it faces in connec- tion with a traditionally male-dominated, industrial operat- ing environment. The lowest proportion of women is in production, while the proportion of women in other areas such accounting and finance, human resources and administrative functions are more balanced. Status and target • Hexagon is committed to continue improving its gender diversity. Hexagon continues to set targets that encourage progress toward a more diverse group of team members. • From 2020 Hexagon’s executive management team includes one female member. • Hexagon will continue to roll out the Hexagon Way module in the organization. • Hexagon aims to improve reporting and set targets for absence rate and turnover rate for all its business areas. • Hexagon will continue to use the Great Place to Work survey tool to measure organizational development. All business areas will be included in the survey from 2020. • A common approach for regular performance and career development reviews will also be formalized in 2020. 1) Data not available 2) Excluding Agility Fuel Solutions