A compelling workplace

Well-being and development

Ovzon’s employers are the key factor in the company’s continued development and success. That is why their health and well-being is always in focus. If current and future employees are to continue choosing Ovzon as an employer, it is also important that they feel they have space for personal development. This applies to all roles, Management Group included. To achieve this, Ovzon conducts annual performance reviews with all employees. This also creates better understanding of how employees are doing, and their expectations of Ovzon as an employer.

Since Ovzon has offices on two continents – in Sweden and the US – this means that the entire company needs to be committed in order to create a comfortable work environ- ment. In 2021, a year that was still marked by the corona- virus pandemic, this has been extremely important since circumstances made it more difficult to meet in person. To maintain good communication and commitment, large group and company meetings were held online on a continual basis throughout the year.

Equality and diversity

Ovzon works for an equitable workplace where everyone is to be treated equally, and with respect. There is a zero-tolerance policy toward all types of discrimination and harassment at the workplace. Should this occur despite everything, these incidents will be handled with integrity and measures will be taken. Ovzon has a whistleblower function where incidents are reported to the CEO, CFO or Chairman of the Board. The information is handled discreetly in order to protect the anonymity of the whistleblower. In a recruitment process, all candidates will be treated equally and employed on merit, personal qualities and skills. At the end of the year, Ovzon had 36 (32) employees in Sweden and the US, representing seven different nationalities. Four of these are women and 32 are men. Ovzon is aware that the company operates in a male-dominated industry and that the organiza- tion would benefit from a higher level of equality. To achieve this, the Management Group works actively to review how the company’s recruitment process can be developed to bring in more women, in both executive positions and the rest of the organization.