For our employees

Diversity and inclusion for better business

Without different perspectives, there would be no "thinking outside the box", no innovation and no pushing the limits. That's why we focus on building diversity and giving everyone in the company a chance to speak their mind and share their perspectives.

It's quite simple: inclusive thinking sparks better business results.

 

A woman sits at work looking at her phone while her male colleague looks at a document in the foreground.

 

 

 

The official logo of the United Nations Sustainable Development Goal #5: Gender equality. The official logo of the United Nations Sustainable Development Goal #10: Reduced inequalities.

Related SDGs

SDG Target 5.1 End all forms of discrimination against all women and girls everywhere.
SDG Target 5.5 Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision making in political, economic and public life.
SDG Target 10.2: By 2030, empower and promote the social, economic and political inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion or economic or other status.

Our approach to diversity and inclusion

The wellbeing of our employees is one of our greatest priorities. Through various measures for diversity and inclusion, we take steps we believe will lead to a more dynamic, happy, and innovative company.

When it comes to diversity, gender balance is one of the most pressing areas that we can impact. Despite good progress, women remain underrepresented in tech and leadership positions. Fortunately we have many opportunities to drive change, guided by data.

 

An illustration of two comment boxes, indicating dialogue between genders.

Gender balance

An illustration of the earth, indicating an inclusive and international work environment.

Inclusion

Management groups and boards

There is always more we can do to improve gender balance in our company and in the technology industry as a whole. Our management teams focus on gender balance, which leads to more dynamic discussions and more robust decision-making. This policy does not go in just one direction: it means increasing the share of females overall, but also increasing the share of males in traditionally female occupations.

Talent and trainee programs

One key way we can achieve gender balance is by focusing on programs where we are recruiting and developing talents. Making sure that we have gender balance in our development programmes, as well as in leadership trainings, will make the pool of talents more balanced when hiring and promoting people internally. We are applying these principles to our management trainee programme, summer internships, and other trainings.

Led from the top

A vital feeling shared by all people, inclusion in the sense that one is accepted for being oneself. It is highly correlated with well-being and the ability to perform and succeed at work. In our monthly Employee Engagement Survey, we ask employees several questions on topics such as Organisational Fit, Management Support and Freedom of Opinions. Leaders are then responsible for making sure their teams are thriving in an inclusive environment.

For a connected workplace

We take a a stand against bullying and discrimination. Our employees should experience a safe and trusting work environment where they feel comfortable raising concerns. Decisions regarding promotions or development opportunities are made on behaviour-based standards such as performance, experience and level of goal achievement. In our Employee Engagement Survey, we have a question regarding discrimination. It is our goal to have a perfect score.

The result? Visma is proud to be ranked #23 out of 15,000 European companies for inclusiveness, as ranked by employees.

Through her passion for mentoring young female talents, she has acted as a role model which has benefited them in developing themselves and their careers.

Christian Westlye Larsen, CTO of Visma