Social Responsibility and Good Corporate Citizenship

Kinnevik’s greatest asset is and has always been our people. As such, attracting and retaining top talent is a key priority. Kinnevik regards diversity and inclusion as core levers for value creation, and we make full use of the opportunities that arise from employing a team with different backgrounds and perspectives. We also have a firm belief in contributing to the wider community, which we have done for many years through the Kinnevik-founded non-profit organisation Reach for Change.


Read more in our Sustainability Report 2019:

Society (pdf)

 

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 a total of nine different nationalities are represented. The proportion of women employed across Kinnevik’s organisation averaged 49 percent in 2019. The proportion of women in Kinnevik’s investment organisation was 27 percent, and on the Board of Directors 50 percent. Our target for 2022 is to achieve a 40/60 gender split across all Kinnevik 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 2019 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 2019 employee survey, 95 percent said they would refer someone else to work at Kinnevik. 

Kinnevik’s Diversity & Inclusion Framework

In May 2019, Kinnevik launched a D&I 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. 

We have actively been driving the D&I agenda during the year and are making clear progress in Kinnevik and in our portfolio companies:

  • Recruited two new executives to Kinnevik’s management team, Erika Söderberg Johnson as CFO and Anna Stenberg as CPO, taking our management composition to 43% females
  • Completed a thorough D&I review of Kinnevik’s organisation including individual interviews, team-wide surveys and unconscious bias training
  • Incorporated D&I aspects into all stages of the investment process, from the sourcing and assessment of new business opportunities to the ongoing development of our companies
  • Constinously worked to diversify and broaden our pipeline of potential investments
  • Incorporated the four overarching D&I targets into Kinnevik’s overall corporate objectives for 2020, thereby tying them to the remuneration of our teams