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Diversity at Enento

BLOG POST

To celebrate the European Diversity month that has just started, I would like to share insights about diversity within our organization. At Enento, we incorporate diversity, equity, inclusion and belonging (DEIB) into our culture and way of working and collaborating together. We believe that different backgrounds, seniority, personalities and experiences are a strength and contribute to both cooperation and quality decisions in our business. An inclusive workplace is an attractive workplace and a competitive advantage for us as a company.

Numerous studies show that diversity brings many benefits impacting positively the performance, growth and success of organizations. It, for instance, supports:  

  • problem-solving
  • innovation capabilities
  • resilience to the changes in turbulent times
  • collaboration and understanding of different strengths
  • retention of talents and needed competencies
  • a culture of collaboration, friendliness and support.

Activities supporting our DEIB development

At Enento, we have several goals connected to DEIB that we follow up and measure with different methods. Our bi-weekly pulse personnel-wide survey is a great tool to gather valuable feedback from our employees to monitor and improve our DEIB initiatives, ensuring that we continuously evolve and adapt our strategies. We continuously conduct internal workshops and presentations to emphasize various aspects of fostering an inclusive workplace.

In our DEIB guidelines the starting point is that everyone should be ensured equal value regardless of their gender, gender identity or expression, ethnicity, religion or other belief, disability, sexual orientation, age or personality. The guidelines are updated yearly and are available to all our employees via our intranet. They are also part of our onboarding process for the new employees.

In our recruitment, we always strive to reduce the risk of unconscious biases by using several different assessment tools. These same principles are also followed in our internal recruitment activities. We have specific goals connected to recruiting a diverse workforce and specifically connected to age and gender distribution in our teams. We firmly believe that a diversified team with different ages, genders, backgrounds, experiences and personalities enhances team performance and engagement over time.

We also approach DEIB by supporting young people to gain experience and find their place in the work life through our trainee and student work opportunities. These opportunities are aimed at providing valuable work experience to young individuals, helping them to develop their skills and build a strong foundation for their future careers. It is also an opportunity for us as a company to gain insights from young talents, and to leverage their ideas and mindset from studies. Just at the moment, we have 13 trainees/student workers working at our company.

In compensation and benefits we aim at fair treatment of all our people following annually our salaries and discussing those with the union representatives. We make our compensation and benefits decisions based on job responsibilities, performance, and market conditions.

Our diversity work results as numbers

Below I am listing concrete examples on how diversity is seen in our organization:

  1. In the top management appointments, we have paid attention also to different diversityattributes including nationality, gender, age, experience etc. and we have succeeded in this. For example, in our executive leadership team we have 50/50 representation of male/female and 50/50 in nationality (Sweden/Finland). It is worth highlighting that our CEO and one of our two business area leaders as well as our CIO are women.
  2. Our company was ranked 10th among midcap companies in the Helsinki Nasdaq category in the Nordic Business Diversity Index 2025. The index ranks senior leadership diversity within Nasdaq-listed companies in Sweden, Finland and Denmark. The ranking is based on gender, age, nationality, and education scoring calculated for the companies’ Executive Management Teams and Boards of Directors.
  3. In our Enento Board of Directors, 38% of members are women. The share of women in corporate boards is 34% on average in the EU.
  4. In the below infographic you can see information about the gender and age diversity in our organization in April 2025.

Further information in our following LinkedIn posts:

Sari Ek-Petroff

Director, HR

Sari has been working within our organization since May 2022. She first started as our Nordic Head of Culture and Learning & Development and was appointed as our HR Director and member of our Executive Management Team at Enento Group in May 2023. Sari is passionate about leadership and people development, and she believes in empowerment, collaboration and communication as a leader. She enjoys different sports in her spare time, mainly tennis and golf. She also loves to travel and learn about new cultures and languages. Sari will be blogging about empowering our people for success as well as on the development of our company culture.