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Gender equality statement

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.

Solwr Driw AS gender distribution position level

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.

Solwr Driw AS nationalities

Driw 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 Driw 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.

Facilitation

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, Driw can facilitate work training. This was not applicable in 2021.

Development opportunities

Continuous improvement and competence development as crucial for the company's ongoing value creation. The company gave 3 students 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 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.

Gender equality report Solwr Robotics AS

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

Gender balance per job level

Solwr Robotics 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.

Solwr Robotics gender distribution position level

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 Solwr Robotics 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, Solwr Robotics has employees from 6 different countries and 3 different continents.

Solwr Robotics nationalities

Solwr 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 Solwr Robotics 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 Solwr Robotics 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.