Competence and experience

As the company during the year entered a commercial phase, competence within the board, company management and personnel was strengthened.

The level of education at Oasmia is high – 75% of Oasmia’s employees at the end of the financial year 2019/20 had a university degree, of which more than a third had a Ph.D. Oasmia works to achieve diversity and the company thus has many employees of different nationalities. This makes Oasmia a dynamic workplace, with a positive and supportive work environment.

The company actively works on improving and ensuring a healthy and safe work environment for its employees. It is important for the company to be a professional and attractive employer where employees thrive and have the opportunity to develop. In accordance with the Swedish Discrimination Law, Oasmia is conducting an annual salary review with the purpose to identify if salary differences between women and men are directly or indirectly connected to gender and if so, act to remove those differences. The aim is to create a team of employees whose strength drives the company forwards, aided by an efficient organization with short decision paths.

At the end of the financial year 2019/20, the Group had 63 employees, of whom 51% were women and 49% men. The gender breakdown between managers at the company was 50% women and 50% men. The company’s management team consisted of 29% women and 71% men.

The core competence of the company is not to do commercial production operations, and we have transfered the responsibility for commercial production to Elevar Therapeutics. As a result of this, in combination with the strategic review that began in the spring of 2020 and ended after closing day, the number of employees will decrease, especially in commercial production. The company’s core  ompetence, on the other hand, is R&D for developing new drugs, and Oasmia is now aiming to further strengthen that competence.