Social performance

Human Capital & Diversity

Our goal in EcoOnline is to leverage diversity, so that we can enhance performance, increase innovation and creativity, and achieve our sustainability goals together.

At the end of 2022, EcoOnline had a total of 912 full-time equivalent (FTE) employees, with a count of male and female FTEs at 61% and 39%, respectively. The senior leadership team was composed of 75% men and 25% women, while the extended management group had a gender composition of 71% male and 29% female.

Well on track towards our 2030 goals

The gender composition of EcoOnline's workforce has remained consistent, with women making up 39% of the total FTEs in both 2021 and 2022.

EcoOnline has succeeded in raising women’s intake in leadership positions, from 22% in 2020 to 28% in 2022. This makes us well on track towards our 2030 goals of having a management team consisting of 30% women.

Nonetheless, we see that there is still room for improvement in terms of gender diversity. As a SaaS business operating in a global market, EcoOnline recognizes the challenges of recruiting women in traditionally male-dominated occupations, such as sales, product, and technology development. Throughout 2023 we will actively continue working towards gender equality within our business, striving to equalize the proportion of men-to-women in our workforce. We remain mindful of our desire to increase our diversity by hiring more women and underrepresented groups in the technology industry.

We have a zero-tolerance policy towards discrimination, and in 2022 we introduced an Equal Opportunity Policy where we commit to providing equal opportunities for all employees, workers, and job applicants, and to eliminating unlawful and unfair discrimination.

Employee Engagement

During 2022, we conducted regular surveys to assess our employees' satisfaction and engagement, and we implemented measures to improve our working conditions and promote work-life balance.

The employee feedback serves as valuable input on how to improve our workplace practices. In the 2022 surveys, employees provided positive feedback on goal setting, autonomy, and recognition. However, there were areas for improvement identified, and by acknowledging these issues and working to address them, we can continue to build a strong and engaged workforce.

Employee Development

EcoOnline recognizes the importance of investing in employee development to improve job satisfaction, increase employee engagement, and promote career growth. Through increased focus on learning and development, we have strengthened our employees' skills in key areas such as recognition, goal setting, and career path. All managers are trained to help their employees understand the importance of their work, and we have implemented progress reviews and personal coaching to boost recognition and make all employees feel valued.

EcoOnline provided an average of 15 hours of training per employee in 2022, covering topics such as annual progress reviews, leading self and a team, manager onboarding, new employee onboarding, individual coaching, and various compliance training programs. In addition, there has been several “lunch and learn” sessions designed to support the personal and professional growth and development as well as the wellbeing of all EcoOnline employees. Different topics has been included into these sessions, from breathwork to the “imposter syndrome”.

Health and Safety

In EcoOnline we pledge to provide a safe and healthy work environment for all employees. We are proud to report that we had zero work-related injuries, accidents, or fatalities in the year 2022. Although, our business is not operating in a traditional high-risk industry, we see the need to implement more consistent safety protocols and procedures. In 2023 a focus area will be to prepare for the ISO45001 certifications, which will help us to include regular safety training and audits to ensure the continued safety of our employees.