Gender equality statement

Publisert 21.04.2022

Gender Equality report Driw AS

Driw AS works continuously to promote equality and prevent discrimination. Actual condition for the reporting year 2021:

Gender balance per job level
Driw is a medium-sized company with 72 employees. The position levels are therefore only divided into levels 1 and 2, of which level 1 consists of the management group and middle managers level 2 consists of the rest of the employees.

The gender distribution shows that we have a good gender balance in leading positions in the company, but a predominance of men in other positions. The high proportion of men is normal for technology companies in software development. The company practices a salary and employment policy that does not discriminate between the sexes. In any recruitment, we try to employ more women, but until now there have been few applicants with the right skills in accordance with the other positions. All positions are permanent and there is no involuntary part-time work.

Our work for equality and non-discrimination
As a part of our strategy and values, clear goals are included that we should be an attractive workplace and stimulate a healthy work life balance with physical activity, diversity, openness, responsibility, loyalty, willingness to change and independence. We have an overall goal of being the region's most attractive workplace, which means, among other things, that we will build people, build culture and build business and ensure the recruitment of necessary resources and skills.

Our management principles illustrate what we as managers and employees in Driw should emphasize in the exercise of our leadership and employeeship, what attitudes we want to cultivate and what boundaries we want to set. Our leadership will strengthen team spirit, mutual trust, openness and psychological job security. Managers must seek to be intention-based with a clear direction and framework. Managers at all levels must develop employees through appropriate challenges and necessary support. Respect for each other between genders, different nationalities and different cultures is an important part of our management principles. At the end of 2021, Driw had employees from 7 different nationalities.

Driw encourages every employee, both employees and hired, to report matters worthy of criticism in the company. Personnel handbook and notification poster with information about notification guidelines are available to employees on the intranet and physical notice boards. All notifications are treated confidentially and the notification can also be sent directly to an independent third party in cases where the employee / hired wants full anonymity. An independent third party accepts the notification on behalf of Driw and provides advice on further follow-up. This contributes to good protection of the whistleblower and impartiality in handling.

The company collaborates with schools and educational institutions to motivate technology interest across genders. This is done, for example, through participation in the First Lego League, work practice, school visits and guidance for those in primary school to upper secondary school and University.

Recruitment and diversity
In accordance with the company's guidelines, all recruitments must be announced internally and made easily accessible to employees. Professional digital tools in the recruitment process are used. The recruitment process includes different types of tests and selection criteria to find the best qualified candidates regardless of gender and nationality. The working language is largely English so that language is not an obstacle to hiring the best qualified candidate.

Wages and working conditions
Salary determination in the company is based on the general market level, type of position, role and responsibilities, level of education, job performance and seniority. The company has a thorough salary system that is gender neutral, the company must be competitive in the market. Engineers, who make up a large proportion of the company's employees, are remunerated in accordance with the general market level and current NITO and TEKNA statistics. Wage mapping is taken care of by neutral functions and regulations Wage and working conditions must be approved by the manager's manager in accordance with the company's framework.

Facilitation
The company works continuously to facilitate the work situation for those who need it. There is collaboration with the local NAV office and where possible Driw can facilitate work training. This was not relevant in 2021.

Development opportunities
Continuous improvement and competence development as crucial for the company's ongoing value creation. The company provided 3 students with valuable work training, mastery and salary in 2021.

Flexible working hours
The company practices flexible working hours within the framework that takes care of the company's work capacity needs, where employees are given the opportunity for flexibility in terms of when and where they work that is necessary for satisfactory "work life balance" in different phases of life.

Expectations for the work ahead
In the future, the company will work to map and initiate measures in the ongoing inclusion and gender equality work.

DRIW AS / CURRENCE ROBOTICS AS

Gender equality report

Gender equality report Currence Robotics AS

Currence Robotics AS, including Currence, works continuously to promote gender equality and prevent discrimination. Actual condition for the reporting year 2021:

Gender balance per job level
Currence is still a small company with a low job hierarchy. The job levels are therefore only divided into levels 1 and 2, of which level 2 consists of the management team and level 1 consists of the rest of the employees.

The gender distribution shows that we have a predominance of men in all positions. The high proportion of men is normal for automation activities.

Our work for equality and non-discrimination
As part of our business idea, the goal is to be an attractive workplace and stimulate physical activity and a healthier lifestyle, diversity, initiative, openness, responsibility, loyalty, willingness to change and independence. We have an overall goal of being an attractive workplace, which means, among other things, that we must ensure the recruitment of necessary resources and competence.

Our management principles illustrate what we as managers and employees in Currence should emphasize in the exercise of our leadership and employeeship, what attitudes we want to cultivate and what boundaries we want to set. Respect for each other between genders, different nationalities and different cultures is an important part of our management principles. At the end of 2021, Currence has employees from 6 different countries and 3 different continents.

Currence Robotics encourages every employee, both employees and hired, to report matters worthy of criticism in the company. Personnel handbook and notification poster with information about notification guidelines are available to employees on the intranet and physical notice boards. All notifications are treated confidentially and the notification can also be sent directly to an independent third party in cases where the employee / hired wants full anonymity. An independent third party accepts the notification on behalf of Currence and provides advice on further follow-up. This contributes to good protection of the whistleblower and impartiality in handling.

Recruitment and diversity
In accordance with the company's guidelines, all recruitments must be announced internally and made easily accessible to employees. Professional digital tools in the recruitment process are used. The recruitment process includes different types of tests and selection criteria to find the best qualified candidates. With each recruitment, it is increased to hire more women, but until now there have been few female applicants with the right skills.

Wages and working conditions
Engineers, who make up a large proportion of the company's employees, are remunerated in accordance with the current collective agreement. The collective agreements are to be regarded as gender neutral. For other areas, payroll mapping is handled by neutral functions and regulations pay and working conditions must be approved by the manager's manager.

Facilitation
The company works continuously to facilitate the work situation for vulnerable groups. Collaboration with the local NAV office made it possible in 2021 for the Currence for 1 work training place.

Development opportunities
Continuous improvement and competence development as crucial for the company's ongoing value creation. The company provided 7 students with valuable work training, mastery and salary in 2021.

Flexible working hours
Within the framework that takes care of the company's work capacity needs, employees are given the opportunity for flexibility that is necessary in different phases of life.