The report is conducted in English, the official company language, reflecting the organisation’s increasingly diverse talent pool.
Part one
Analysis of gender equality and causes
Simployer had a salary analysis and benchmark conducted via a third-party provider - Human Capital Analytics, AON. By applying classifications via AON job codes and Radford level – such as the individual is a specialist, professional, or management track - the group has been able to improve the current internal benchmark analysis in pay gap and gender equality.
The analysis is based on gross monthly pay levels per December 2025 and compares the average salaries per job code within departments. The pay gap is 2,5%.
Key figures for gender equality
as of December 31, 2025
Gender balance
The gender balance is similar to last year, with women making up 40% (42% in FY24) and men 59% (58% in FY24). 1% have either chosen not to specify gender or identify as non-binary.
New employees in 2025
During 2025, Norway welcomed 20 new colleagues across all departments. The gender balance for new joiners was as follows:
-
Women: 35% (FY24: 46.6%)
-
Men: 65% (FY24: 53.5%)
Gender representation by department, following a standard SaaS organisational structure:
|
Norway |
Female |
Male |
Grand total |
|
G&A |
4 |
9 |
13 |
|
Customer |
26 |
24 |
50 |
|
Marketing |
4 |
1 |
5 |
|
Product |
1 |
3 |
4 |
|
Sales |
7 |
7 |
14 |
|
Technology |
1 |
17 |
18 |
|
Total |
43 |
61 |
104 |
Leaders
Applying the Radford job codes, 'Leaders' are defined as individuals with a job code starting with either an 'E' (Executive) or 'M' (Management).
There are a total of 16 employees within this job code range:
- Women: 7 employees, representing 44% (FY24: 34.7%)
- Men: 9 employees, representing 56% (FY24: 65.3%)
We remain committed to increasing female representation in leadership by encouraging and training women for leadership roles. Our key initiatives include targeted leadership development programs, Leadership lab and inclusive talent identification.
We recognize that there is still work to be done. We remain committed to measuring our impact, gathering feedback, and refining our approach to achieve meaningful change. Moving forward, we will continue to assess participation rates, track career progress, and seek input from employees to enhance our initiatives.
Part-time employees
As in the previous year, the company had 3 women and 2 men working part-time as student workers. Part-time work is voluntary and justified by family circumstances or studies.
Temporary employees
The Group did not have any temporary employees other than hourly-paid student workers.
Parental leave
During 2025, the Group recorded a significantly lower amount of parental leave at 113 weeks (compared with 222.2 weeks in FY24). The split between female and male employees was as follows:
|
Gender |
Parental leave (work weeks) |
|
Female |
52.4 |
|
Male |
60.6 |
|
Total |
113.0 |
Sick-leave
Sick leave statistics extracted from the central HR-system indicates that there has been a higher sick leave among the ‘female’ population.
|
Entity |
Female |
Male |
|
Simployer Group AS |
4.5 % |
1.8 % % |
|
Simployer AS |
4.6 % |
3.5 % |
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