Our Culture pillar demands self-reflection and a commitment to ensure that we take actions to address our employees’ thoughts and opinions. Accordingly, we regularly conduct an anonymous employee survey called LivaNova4You to help measure the overall engagement and satisfaction level of our team. The survey provides us with actionable data which allows our senior leadership to understand and identify potential opportunities for improvement.
Our Q4 2021 survey results demonstrated satisfaction and growth in collaboration, including:
- employees showing high trust and respect for each other
- an increased feeling of recognition on a job well done
- empowerment and the feeling of being sufficiently challenged
- flexibility in coming up with new and innovative ways to work
Employees also acknowledged an improvement in the tools and opportunities for advancement, one of our highest improving scores as compared to the previous survey.
In response to feedback from the survey results, we committed to address workload, clarify internal development processes, and increase understanding around the Company’s benefits as they relate to employees. Throughout 2022, we implemented programs in these three key areas in response, focusing on reducing workload with the help of digitization and robotic process automation; career pathing, i.e., connecting performance, interests and potential with meaningful development and succession planning; and developing and launching LivaNova’s employee value proposition, i.e., how we market to prospective talent and retain in a competitive job market. Our next survey will be distributed in the spring of 2023.
Compensation and Benefits
Our Talent pillar requires desirable compensation and benefits packages as well as training and development opportunities to attract and retain top talent. We have been successful in attracting talent due, in large part, to our proactive recruitment strategies, competitive compensation and benefits, collaborative and rewarding work environment, professional training and development programs for managers and employees, and health and wellness measures. Our packages include, depending on jurisdiction, annual bonuses, stock awards, pensions, health benefits and health programs, paid time off and parental leave, financial assistance for education-related purposes, flexible schedules, remote working, and employee stock purchase plans, among others.
Diversity and Inclusion
At LivaNova, we say that we are diverse by nature, united by purpose.
The success of LivaNova thrives on the diversity of perspective, thought, experience and background within our workforce. We recognize the value in fostering a work environment that is culturally diverse and inclusive and strive to provide a workplace free of harassment or discrimination.
Accordingly, we closely monitor our gender metrics at the Board, Executive and senior leadership level on a regular basis. These stats are as of December 31, 2022:
|Total number||% female||% male|
|Board of Directors||10||40||60|
|Executive Leadership Team||11||27||73|
|Senior Leadership Team||240||32||68|
Strategy for accelerating diversity
Our strategy for accelerating diversity begins with creating new ways to find extraordinary talent, and examples of our efforts include accurately mapping the talent market, targeting historically black colleges and universities, creating job postings that attract highly qualified diverse candidates, expanding the diversity within our interview panels and guiding interviewers to conduct a fair interview process.
Per our EEO-1 Employer Information Report, which relates to our U.S. employee population, as of December 31, 2022:, approximately:
- 65% of our U.S. employees identified as Caucasian
- 15.0% identified as Hispanic or Latino
- 11% identified as Asian, Native Hawaiian or other Pacific Islander, or American Indian or Alaska Native
- 7.0% identified as Black or African American
- 2% identified as two or more races