We are committed to creating a fulfilling and healthy work environment that encourages innovation and excellence and offers ample opportunities for our team’s growth and development.
An Inclusive and progressive workplace depends on gender, ethnic, and cultural diversity. Although the high-tech industry is predominantly male, we are committed to fostering gender inclusivity within our organization whenever possible.
Diversity is a key performance indicator in our management strategy, and this commitment to diversity is consistently communicated throughout our organization. We are expanding our HR talent pool to include more candidates from minority populations. As part of this, we are working on recruiting minorities, including Arabs, in partnership with placement and integration agencies. We also actively encourage the employment of individuals from minority populations in the North of Israel, such as by considering offering special transportation for this purpose.
We have clearly articulated policies designed to ensure all employees are treated with fairness, dignity and respect. We have a dedicated supervisor to ensure employees are protected from discrimination on any basis, and so far, there have been no discrimination cases recorded.
We are committed to paying fair wages to all our employees, without gender discrimination. We comply with and exceed minimum wage requirements in all countries in which we operate. Because we set wages and salaries according to comparative surveys of companies in our market, most employees are paid more than is mandated by law.
As we operate in Israel, many different cultural and religious sensitivities influence social activities within the company. Festivals are celebrated with sensitivity toward different populations according to religion or custom. The Jewish festivals are celebrated with consideration towards Ultra-Orthodox requirements around food and event styles, enabling all to feel comfortable.
We offer men and women the option to take parental leave when they need time off to care for their children, according to local laws. We also offer employees options for working reduced hours suited to their children’s schedules. To support mothers returning to work after maternity leave, we have a designated breastfeeding room in our offices.
We are working toward complete transparency with our employees. Employees are kept up to date on an ongoing basis through our internal communication portal, known as BOB. We conduct quarterly global all-hands meetings with all company employees, sharing updates on our business activities, goals, and achievements. Additionally, internal communication newsletters are emailed to employees once a quarter or more frequently.
Kramer places the utmost importance on employee health, safety and wellness. In addition to meeting and exceeding recognized global health and safety standards, we diligently follow local laws and practices. Our health and safety practices are regularly audited for compliance by a third-party, with any policy deviations or accidents promptly reported to local authorities. In Israel, we offer employees premium private health insurance via a leading insurer, with eligibility starting three months after joining the company.
We ensure a healthy and safe working environment for all our employees by adhering to the ISO 14001, 45001, and 9001 standards. Our company Safety Program includes clear processes for hazard identification, risk assessment, and incident investigation. Our employees are educated and informed about occupational health and safety through annual safety trainings, regular emails, and the information screens installed around our offices.
To nurture shared experiences and ties between employees, Kramer creates opportunities for interactions beyond the usual day to day routine. The Kramer rock band, which brings together talented amateur musicians and singers from the employees of multiple departments, frequently performs at company events. The company has an ongoing budget for company-wide fun days and department-level gatherings.
To help our employees maintain a healthy diet, we offer a wide range of healthy choices in our staff cafeterias, with an emphasis on fresh vegetables, legumes and healthy proteins. Depending on the region, employees may also benefit from vouchers offering free or discounted options from local restaurants.
When the Covid-19 pandemic erupted 2020, we quickly implemented strategies and guidelines for efficient remote work practices to enable most employees to work from home. This helped our staff adapt to the altered work setup while considering health and safety concerns and supporting parents coping with school shutdowns. Our current remote work policy allows a hybrid framework, typically enabling employees to work from home a few days a week, depending on their roles and personal preferences.
At Kramer, we recognize that creating cutting-edge technology requires a team that is highly skilled and motivated. Our focus on developing cutting-edge AV and collaboration solutions naturally draws inquisitive and ambitious talent. Furthermore, we foster our team’s growth and adaptability through training, career development, and internal mobility opportunities.
We provide employee training and development by budgeting for and allocating training hours per employee. Soft skills and self-development training is covered by a dedicated HR budget, and professional training costs are covered by the respective departments.
All employees go through a regular, structured performance and career development process twice a year, including training and preparation before the review and assistance, if necessary. We prioritize internal promotion opportunities, ensuring that they align with employees’ professional qualifications and skills.
We are committed
At Kramer, it’s not just what we do that defines our success, it’s how we do it.
