Gender equality plan
How Solution Seeker works to close the gender equality gap.
![](https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=852&q=90&w=600&s=fe38aef90dad631d2930b330463bedb9 600w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=994&q=90&w=700&s=dcd11934e5598d74fbbeeb5e347e9314 700w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1136&q=90&w=800&s=7a5c86699968afdb6173b2a8e74996ba 800w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1278&q=90&w=900&s=c74440b65a3d8c7ae477afec6e353cea 900w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1420&q=90&w=1000&s=d20361a5d1b2cad7e71e59479e949475 1000w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1562&q=90&w=1100&s=247be730ef677b534dcf38b738020527 1100w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1704&q=90&w=1200&s=eec5c18db20664e98cd624c627485f3b 1200w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1846&q=90&w=1300&s=5c02c223459788cf796fa891ad1268d5 1300w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1988&q=90&w=1400&s=7e4361ce46c7fd3344804b34a0dea4b7 1400w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2130&q=90&w=1500&s=e14995e12b6d59bf59912954b2493790 1500w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2273&q=90&w=1600&s=c3f3772e4f61346a556bd3826e3fcd11 1600w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2415&q=90&w=1700&s=c0ae945611ca5bda271984b763e4673b 1700w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2557&q=90&w=1800&s=23982df7fa9d4f60d490bdd2148e355a 1800w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2699&q=90&w=1900&s=cdd9b06fe34aaf599d66244befaab921 1900w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2841&q=90&w=2000&s=82292a2b9179149408cca061de9d47af 2000w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2983&q=90&w=2100&s=7d7a5427df33efa6796c54b834a30b30 2100w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=3125&q=90&w=2200&s=581c3deccb73d10af296499b9f3f8f25 2200w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=3267&q=90&w=2300&s=861468c0b7d268d617a836caf564e07e 2300w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_1.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=3409&q=90&w=2400&s=a70a44bffc5774fb01fb7126bf5ef34b 2400w)
![](https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=848&q=90&w=600&s=3bd70adaabaf1d6743ff77a3a761355d 600w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=989&q=90&w=700&s=54406fc7f593b30ab7a0cdd717f59938 700w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1131&q=90&w=800&s=be31550aadcbd7df23fcd648f54ac4b7 800w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1272&q=90&w=900&s=969bee79afa29df8c64a02574da944e9 900w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1413&q=90&w=1000&s=50c2bd8f64bfd8b235cbdf224bbe334d 1000w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1555&q=90&w=1100&s=01851003b80aad20a1bac72c9d550361 1100w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1696&q=90&w=1200&s=88b0870d1b4e1ce9d12c02b6e63d17d9 1200w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1837&q=90&w=1300&s=09c02d750a0bd1b70863c66697021e9b 1300w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=1979&q=90&w=1400&s=3cd69692620bf9971fca9861754b7014 1400w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2120&q=90&w=1500&s=deb0d68a8e402dc198a38bb62d5f8132 1500w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2261&q=90&w=1600&s=a57a139fdc7f08b968c2a6edd59b32e9 1600w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2403&q=90&w=1700&s=eb53b375dca23b7a0a057fdaddac1e86 1700w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2544&q=90&w=1800&s=edd020e63e79de83df661566aa0f4022 1800w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2685&q=90&w=1900&s=c0d1860ba7445eb4e6841ed8dc5f7a25 1900w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2827&q=90&w=2000&s=1c9e20ddc2b25787fb465502ad693c0c 2000w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=2968&q=90&w=2100&s=0fc182b9b6c5884cfc782fa39981f7d9 2100w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=3109&q=90&w=2200&s=10f3b9f78e3022010aa0f3b794de9678 2200w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=3251&q=90&w=2300&s=e7b648f2757cc3e3ac2335015ec6d559 2300w, https://solutionseeker2021.imgix.net/images/Solution-Seeker-gender-equality-plan-signed_Side_2.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=3392&q=90&w=2400&s=35c8a449c9dd06bf4149a6c412c1cffb 2400w)
This document contains Solution Seeker’s Gender Equality Plan (GEP). The plan was approved by Solution Seeker’s Management team on 15 December 2022 and is signed by the CEO. The document sets out Solution Seeker’s ambition and targets linked to our work to promote gender equality within the organization, as well as important initiatives designed to achieve this ambition.
We are passionate about closing the persistent gender equality gap that still exists in the world of business today, and we aim for a 50/50 gender split in the company as a whole. Some concrete measures have already been implemented in the overall strategy, requiring female representation of at least one third in the management team and on the board.
Solution Seeker appreciate the EU’s initiative to strengthen gender equality and diversity in the field of research and in business in general. To be able to deliver the best results and make a sustainable company, diversity among employees, managers and Board members is essential for us to succeed. We need to extract knowledge from different genders and from different cultures and countries, and make use of the skills and expertise that each of our unique contributors represent to maintain our role as a world leader in turning data into value.
Current situation
We have actively worked for diversity since the company was started almost 10 years ago, and to succeed with the work on diversity and inclusion, the entire organization must contribute. Emphasis is placed on a broad involvement of employees throughout the organization through work in smaller groups and competence meetings.
We have been working actively to recruit women and demonstrated true gender equality both at top management level and among our employees, but this has proven more difficult as our organization has grown larger, especially in positions such as software engineer. Both Chief People Officer and Chief Commercial Officer have been female for the last nine years. Three of our five Board members are currently also female.
Solution Seeker appears to be an attractive employer among competent university leavers, and almost equally popular with women as men. This gives us reason to hope that we can continue to improve the gender equality status. Our aim is to seize this opportunity! Currently, women make up 42 % of our employees within Solution Seeker as a whole.
We observe a general tendency showing that the proportion of women is greater in the youngest age group. In the group 24 to 33, 62% of the employees are women, compared with 20 % in the oldest age group, 34 to 43 (all employees are in are between 24 and 43 years old). The proportion of women among Solution Seeker’s top management is currently 29 %. We believe that this figure must be increased as a basis for improving gender equality in other areas of the organization. A major challenge facing us is to identify how to facilitate career paths for women so that the high proportions of female employees that we observe at lower grades can be reflected on higher levels.
Objectives
We wish to strengthen our efforts to achieve an organization-wide gender equality by means of systematic and long- term work. As a foundation for this work, we have defined a number of development targets that we believe are both ambitious and achievable over time.
We believe that a ratio of 50 % women to 50 % men is an appropriate target for the organization as a whole. The option of a 50/50 ratio in the top management is considered to be unrealistic due to the current size of the company. If the company grows and new positions are created a 50/50 ratio will be more realistic, and this is reflected in our long- term plan. Our goal is at least 33/67 ratio in the management team, and a goal of 50 % women on the Board.
In terms of defining targets, our starting point is the current status of a series of organizational dimensions that are
of particular relevance as metrics of gender equality development (see the table below). For each dimension, we have
defined subordinate targets for gender equality development, to be achieved in three stages: after 3 years, 5 years
and 10 years. The targets are determined on the basis of best discretion, and it may be necessary to adjust them based
on lessons learnt as the plan progresses.
![](https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=103&q=90&w=600&s=3d622777cafbabdbe485a354c2fd8d9f 600w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=120&q=90&w=700&s=9508f32265a169ee473ccfa0c760cf7b 700w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=137&q=90&w=800&s=aa5ef4c9256ec210683cd2d2d6234955 800w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=154&q=90&w=900&s=bbdb825e1c1f4624d239289bb22b70ae 900w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=172&q=90&w=1000&s=f502c815609126fdfbc2d5e6de780cda 1000w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=189&q=90&w=1100&s=e4122e793680206c8c2dd84a8066b695 1100w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=206&q=90&w=1200&s=0527b0becc7f0bd6ab19bf262ffbb4d1 1200w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=223&q=90&w=1300&s=a68f78643a2132790ece4ea942eb9ab3 1300w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=240&q=90&w=1400&s=9cc91fc219e6c3a336e42f6e863b9d6a 1400w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=257&q=90&w=1500&s=7894ac13ca6a14352e4e18261e5f7103 1500w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=275&q=90&w=1600&s=87b982826aaa3c03bc1536b5657e93ef 1600w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=292&q=90&w=1700&s=19bff586aaf9a735fe0fdab70194bcc2 1700w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=309&q=90&w=1800&s=855463575810d79b9a147e973c5ad820 1800w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=326&q=90&w=1900&s=b5f4f3df4a61ff71e66b0097679876ef 1900w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=343&q=90&w=2000&s=30afe6aaf3173fa1d5266ed1a16e2f4c 2000w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=360&q=90&w=2100&s=b6c1cafaa88003c0829d9b64cc29eed2 2100w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=377&q=90&w=2200&s=0ee7a6616f1fbcf38cf63ec8989c09f7 2200w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=395&q=90&w=2300&s=6a8556d958898bec2804a07095e36ab0 2300w, https://solutionseeker2021.imgix.net/images/GEP_table.png?auto=compress%2Cformat&crop=focalpoint&cs=srgb&fit=crop&fp-x=0.5&fp-y=0.5&h=412&q=90&w=2400&s=51f12908b78d1f535dfd574ae3b5554d 2400w)
Responsibility and resources
Adherence to Solution Seeker's Gender Equality Plan will be mandatory for all managers with personnel responsibility. Within their areas of authority, they will be responsible for preparing plans containing targets and actions and for implementing these so that Solution Seeker can achieve its overall objectives. All managers will be supported in exercising their responsibilities from dedicated resources and shared systems.
The Chief People Officer will have the overall responsibility for supporting and monitoring the work to implement this Gender Equality Plan and will be authorized to spend the necessary time needed on this work. The CPO will act to ensure development and facilitation for managers and other employees with systems and tools that support the work to achieve equality. Top management will also take responsibility for carrying out annual assessments of target achievement status.
If advice and support related to GEP is needed, the company's managers and employees will be able to use advice from the employers' organization Virke.
Progress reports
We will monitor and document the progress of the gender balance over time and establish a system for annual reporting of the status of the dimensions listed below. This will also include the monitoring of corporate governance activities as each year progresses. The aim here is to determine whether the plan is progressing in the direction required for Solution Seeker to achieve its objectives. These annual status updates will also provide the basis for the adjustment of targets and the adaptation of actions in support of ensuring progress in the required direction.
We will focus on the Software engineer and Data scientist levels because these are key positions in relation to our core activities. It also forms the basis for gender equality development in organizational dimensions such as the administration of major research projects, publications and future management roles. We will be monitoring developments in these dimensions in particular in addition to the overall equality in the company. The management will also be monitoring salary-related data with the aim of ensuring no gender-related salary differentials between men and women.
Commitment and actions
All activities in Solution Seeker are conducted in a manner designed to ensure zero tolerance towards all types of bullying, gender- based violence and sexual harassment. The commitment to this GEP is embedded in our Company Vision, Purpose and Values which can be achieved through the personal commitment of all employees. In addition;
The Board of Directors and Management in Solution Seeker are fully committed to this Gender Equality Plan and will ensure in this regard that all responsibilities are clearly defined, communicated and understood by employees, contractors, customers and all those affected by our operations.
Incidents or matters worthy of criticism will be reported according to our internal routines for whistleblowing. In
addition, we monitor other aspects such as motivation, collaboration, work-life balance and development in our
quarterly happiness survey. All reported cases are followed up in accordance with established procedures in order to
resolve each specific case, take care of the individual, and prevent improper conduct from happening again.
In order to continually enhance our performance, we are committed to:
- Promote a positive culture through engagement, leadership and empowerment;
- Adequately control equality risks arising from our work activities; ensuring that all operations are managed in such a way as to prevent any kind of bullying, gender-based violence or sexual harassment;
- Provide suitable instructions, information and training to ensure competence of our employees, setting high standards to ensure that everyone is fully aware of the standards and behaviors expected of them;
- Reviewing and investigating all offensive gender equality incidents, complaints and non-conformances; implementing corrective actions to prevent reoccurrence;
- Monitor and measure progress by setting objectives and targets to ensure continual improvement in equality performance through our Management System;
- Contribute to maintain a healthy work-life balance, and track employee happiness to ensure a positive trend.