Read more in our latest Sustainability Report:
A Small and Diverse Team
While the nature of our work changes frequently, our core values do not. Kinnevik’s team members share an entrepreneurial spirit, as well as a belief in building long-term sustainable businesses. Kinnevik strongly advocates diversity and inclusion. This is reflected in the composition of our organisation, where 32% of our team members self-identify as being of foreign background.
The proportion of women in Kinnevik’s management team increased from 20 percent at year-end 2019 to 43 percent at year-end 2020. During 2020, the proportion of women in Kinnevik’s investment organisation decreased from 25 percent to 23 percent, and on the Board of Directors increased from 50 to 57 percent. Our target for 2022 is to achieve a 40/60 gender split across all Kinnevik teams.
During 2020, our four overarching D&I targets have been incorporated into Kinnevik’s overall corporate objectives for the year, thereby tying them to the remuneration of our teams.
Well-Being and Personal Development in Focus
Kinnevik offers its employees continuous opportunities for personal and professional growth in order to develop their skill set and to take increasing responsibility for value creation at Kinnevik and our investee companies. The small size of our organisation enables us to personalise career development and training opportunities for each employee. These include educational programs such as leadership courses and topic specific training sessions, as well as hands-on operational experience through secondment at a portfolio company.
In order to assess how employees feel about working for Kinnevik, we conduct yearly employee satisfaction surveys. The results of the employee survey 2020 did not indicate any significant issues with regards to human rights, equal opportunities or work environment. Out of the 86 percent of employees that responded to Kinnevik’s 2020 employee survey, 95 percent said they would refer someone else to work at Kinnevik.
Safety first during COVID-19
The safety and well-being of our people have been our number one priority during 2020 following the outbreak of COVID-19. Kinnevik established a Corona Taskforce responsible for overseeing how government guidelines evolve and providing internal policies and guidelines on e.g.. travel, events, self quarantine and office openings as well as offering test to employees.
Kinnevik has facilitated working from home thorugh the use of existing IT infrastructure and provided work from home allowances for employees to ensure ergonomic work spaces. In additional, regular surveys have been conducted to monitor well-being and work-life balance and team building sessions as well as personal trainer sessions have been conducted virtually.
Diversity & Inclusion
In May 2019, Kinnevik launched a Diversity & Inclusion Framework to drive the important change we want to see in our portfolio and the broader industry. Besides our fundamental belief in equal rights for all employees, Kinnevik believes diversity and inclusion brings clear business benefits as it leads to improved financial performance, higher degree of innovation, better decision-making and creation of value over the long-term. Read more about our D&I policy >
Diversity & Inclusion Certification
During 2020, Kinnevik was certified by the Diversity VC Standard. The standard was developed by Diversity VC, a UK non-profit partnership promoting diversity in venture capital investing, and Diversio, the world’s leading D&I solution provider for investors.
The standard is an assessment and certification process that sets a benchmark for best practice on diversity and inclusion within venture capital and shows that an investor follows best D&I practices within inter alia recruitment, equal opportunities, deal flow sourcing, portfolio support and investment assessment. The standard was launched in September 2020 and assessed approximately 15 leading venture capital funds during 2020, across Europe and Canada. The standard provides investors with tools and recommendations to open their networks and make funding available to underrepresented founders, as well as resources to promote an inclusive environment for both founders and employees.