Kinnevik’s policies, processes and rules relating to diversity and inclusion are outlined in Kinnevik’s corporate policies, including the Employee Handbook, Talent Management Policy and Work Environment Handbook. Below is a summary of the key aspects of diversity & inclusion at Kinnevik.
Advancement within Kinnevik shall be based on merit. All Kinnevik employees and candidates shall have equal opportunities based on competencies, experience and performance regardless of age, race, gender, religion, nationality, disability, sexual orientation, marital or parental status, political opinion, union membership, or ethnic background. This applies to recruitment, promotion, training and all other types of development steps in the company.
Fair and equal pay
No Kinnevik employee shall be paid less than the minimum total wage required by applicable law and all employees shall receive equal pay for equal work.
Anti-victimization, harassment and bullying
Kinnevik is committed to promoting and ensuring a working environment where individuals are treated with respect. Victimization, harassment and/or bullying, such as racial or sexual harassment, and harassment due to disabilities or on the grounds of sexual orientation or religion beliefs, are unacceptable and will not be tolerated. Such conduct will not be ignored, and any complaints will be taken seriously and investigated as a matter of urgency.
Parents and flexible working
All Kinnevik employees shall be able to combine parenthood and work under equal conditions. The rules and regulations for parental pay differ between countries, however, all permanent Kinnevik employees, regardless of gender and care taker status, are entitled to paid parental leave of up to 39 weeks, during this period employees will receive 100% of their ordinary fixed salary.
Kinnevik supports appropriate flexible working both in relation to working hours and working locations. Such flexible working arrangements are discussed and agreed on an individual basis with the relevant manager.