Our business is built on people, and we consider our employees to be our most valuable strength. Health, safety and the well-being of our employees is important not only from an ethical point of view, but also enables us to create and deliver value to our clients.
In addition to our own employees, our business and products have health and safety related impacts elsewhere in our value chain. Product safety and safe installation work are a high priority for us. In addition, operating in a multitude of locations allows us to also pay close attention to the working conditions at our suppliers’ end.
At Ensto, our strategy highlights the importance of diversity and inclusion alongside health and safety as key elements of sustainable growth. We believe that a diverse and inclusive workplace is a major asset, helping us attract talented individuals who drive innovation and business success. Our goal is to build a culture where everyone can be themselves, and where all differences and viewpoints are valued and embraced.
Read more about DEI at Ensto
Supproting employee growth, development and well-being
At Ensto, we prioritize the well-being of our hybrid workforce with investments in online mental health and exercise programs. Our Auntie service provides personalized support through 1-2-1 therapy sessions in 20 languages to address stress and motivation challenges.
We empower our employees to drive their own growth by encouraging them to suggest training and engaging in open development discussions through iGROW. These discussions, held at the start and midpoint of the year, focus on achievements, goal-setting, and personal growth. Additionally, we offer a range of training opportunities, including leadership courses with Bravers, a senior specialist development program, and skills training through the Academy of Brain. Employees can also improve their English with Hult EF English training.
Transparent job framework promotes salary equality
We’re actively working to close the gender pay gap and help our employees understand our compensation framework. Our goal is to ensure equal pay for all genders. To achieve this, we've created a clear and consistent job framework across the company, detailing role requirements and salaries. We’ve also developed local salary tables based on international benchmarks and regularly monitor salary levels in each country. This approach makes salaries more comparable and supports efforts to bridge the gender pay gap.
Additionally, we’re aiming to increase the proportion of women in senior positions to one-third by 2025, as we seek to address under-representation in certain roles.
Fostering diverity and inclusion through recruitment
Recruitment and onboarding are key to shaping our organizational culture and expanding our team's skills. We use a recruitment tool that supports anonymous applications and transparently lists salary ranges in job postings. In the early stages of hiring, the recruiter's view is completely anonymized, so they can't see personal details like names, ages, or genders. We also use software that scans for non-inclusive or biased language in job descriptions and suggests more inclusive alternatives.
