Pillar 1 | The companies of the future

Target: Knowit’s goal is to measure and follow up the work.

Result: See picture. The Whistleblower matters reported during 2022 have been managed in accordance with Knowit’s routines.

Activities: Knowit shall adhere to the ethical rules for communication, marketing, and advertising that are relevant for the markets on which we operate. When employees represent Knowit, they shall observe Knowit’s Code of Conduct. In 2023, there are plans to introduce anticorruption training for managers and sales representatives. 

Knowit has a whistleblower function where employees and external entities can report if they discover any behavior that does not reflect Knowit’s Code of Conduct. Knowit’s whistleblower function is provided by an external supplier and is available through the Company’s intranet. The external supplier ensures that the identity of the person reporting is protected and that he/she will remain anonymous. All new employees are informed about the function as part of the introductory program.

Target:

1) Knowit has a goal of an even gender distribution (40–60 percent) among executives at all levels in Knowit (recruiting managers, executive teams, subsidiary managers, corporate managers, Board of Directors). Knowit’s goal is to measure and follow up its equality work.

2) We have implemented a diversity and inclusion index.

Result:

1) The proportion of women among leaders at all levels is shown in the image. Within Knowit, there are now 71 nationalities among employees and an age span from 18 to 73 years. In 2022, Knowit was included on Allbright’s green list.

2) The diversity and inclusion index in the fall of 2022 showed a result of 85, whereas the reference index for our industry is 80.

Activities:

1) Knowit will continue its active equality work to increase its range of cultural diversity. An important step in this work is the diversity and inclusion training for all Knowit employees that will be introduced in early 2023. The course will teach our employees more about how active work on diversity and inclusion contribute to healthy employees and companies, as well as expanding Knowit’s culture and getting hands-on tips on how they, as employees, can contribute. 

2) Another important step in our equality work is the implementation of a diversity and inclusion index. The first measurement using this index was performed in the fall of 2022.

Target: Knowit shall have an ill health metric below 2,5 percent.

Result: See picture. The metrics on ill health in the digitalization sector in general, and at Knowit, are lower than in society in general. The largest health risk in the sector is that of psychological or social ill health due to a demanding work situation and stress. After the pandemic, the proportion of long-term sick leave has returned to the same level as before the pandemic, while short-term sick leave has increased. We are seeing an increase in short-term absences during 2022, related to both COVID-19 and the illnesses traditionally associated with short-term absence. Most of these illnesses have affected both Knowit and the rest of society more during 2022 than during the pandemic.

Activities: Knowit has the goal of having an ill health metric below 2.5 percent, but the Company estimates that the goal can be reached through continued education and follow-up of both managers and employees, and a retained focus on rehabilitation of those on long-term sick leave. 

 

Target: Knowit’s goal is an eNPS of over 30. Knowit continuously measures eNPS (the willingness to recommend the workplace). This KPI is a clear indicator of our chances to attract new employees. The reference value in the digitalization consultancy industry is 16.

Result: See the picture. In 2022, Knowit’s eNPS has increased from 30 to 38.

Activities: As an effect of the COVID-19 pandemic, new ways of working, with digital meetings and teleworking, have developed. Knowit strives to continue developing these new work methods, to give employees a chance to work more flexibly and efficiently than before. A mix of working in an office and teleworking will decrease the risk of psychosocial ill health, while also creating better conditions for creativity.

Target: All of Knowit’s employees shall have read the Company’s Code of Conduct.

Result: See picture.

Activities: Knowit’s corporate culture, which is characterized by the meeting between responsible managers and employees, is based on respect, openness and honest. Knowit’s Code of Conduct governs how Knowit creates relationships with the Company’s stakeholders. Knowit observes laws and ordinances in the countries in which it operates, as well as complying with governing documents, such as company-specific regulations and policies.