Project Description

Foreign background indicator

Map out the level of diversity in your organisation.

Nyckeltalsinstitutet has developed financial HR indicators which show the organisation’s situation in terms of employees with foreign backgrounds.

Diversity includes many different factors which is why we have decided to name our index “Foreign background indicator” to clarify the elements we can measure using employee financial data and indicators.

Foreign background indicators show what the personnel structure and equal treatment situation looks like in your company/organisation.

Within “foreign background”, we help you process, map out and report on the following indicators:

• Median age
• Median salary
• Percentage of women and men
• Percentage of managers
• Percentage of permanent employees
• Percentage of full-time employees
• Percentage recruited
• Percentage of resignations
• Percentage with university education
• Length of employment

If desired, we can develop specific indicators for your organisation, such as:
• Business area
• Position/level
• Professional groups
Etc.

The company/organisation’s employees are divided according to their backgrounds as follows:
• Swedish background
• Scandinavian background
• European background
• Non-European background

We use the standard definition of “foreign background” as used by SCB (Statistics Sweden):
Overseas origin = born in another country or both parents born in another country.
If the parents were born in different area categories (eg. Scandinavia and outside Europe) the employee’s location of birth determines the category.

If desired, we can also use more categories than those above, for example Asia, Africa, South/North America, as long as there are sufficient numbers of employees per category to carry out a survey.

Want to find out more?

Would you like to find out more or book a meeting?
Contact us on tel. +46 (0)8 402 00 29 or e-mail us at:
info@nyckeltal.se

You can also provide your details below, and we’ll contact you for more information.

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