Solwr's gender equality report
Solwr consists of three different units.
- Solwr Group AS
- Solwr Software AS
- Solwr Robotics AS
Solwr works continuously to promote equality and prevent discrimination. Actual condition for the reporting year 2022:
Gender balance per job level
Solwr is a medium-sized company with 99 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 Solwr 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 2022, Solwr had employees from 13 different nationalities.
Solwr encourages every worker, both employees and contractors, to report objectionable conditions in the business. The staff handbook and notification poster with information about guidelines for notification 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/contractor wishes full anonymity. An independent third party accepts the notice on behalf of Solwr and advises on further follow-up. This contributes to good protection of the whistleblower and fairness in handling.
The company collaborates with schools and educational institutions to motivate interest in technology across genders. This is done, for example, via 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 advertised internally and made easily accessible to employees. Professional digital tools are used in the recruitment process. The recruitment process contains various 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 responsibility, level of education, job performance and seniority. The company has a well-developed 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 paid in accordance with the general market level and current NITO and TEKNA statistics. Pay mapping is taken care of by neutral functions and regulations, pay and working conditions must be approved by the manager's manager in accordance with the company's framework.
There is continuous work in the company to facilitate the working situation for those who need it. There is cooperation with the local NAV office and, where possible, Solwr can facilitate work training.
Continuous improvement and competence development as crucial for the company's ongoing value creation. The company gave 15 students valuable work training, mastery and salary in 2022. In addition, Solwr recruits one new apprentice in March, every year.
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 connection with when and where they work, which is necessary for a satisfactory "work life balance" in different life phases.
Expectations for the work going forward
The company will in future work to map and initiate measures in the ongoing inclusion and equality work.