Diversity and inclusiveness are key factors in creating value in a company. If companies do not intend to attract and retain different talents, they will miss out on the potential for innovation, competition and advancement. It is not enough to just pay for a service and make performance statements that support diversity and inclusiveness, unless accompanied by specific activities. Taking into consideration the time of the pandemic and high unemployment, it is time for employers to expand their workforce, hire people based on their skills and abilities, and make the most of the wealth which that diversity brings.

A workplace based on diversity and inclusion has many benefits. For example, it reduces homogeneous thinking and uses the wealth of talented people from different backgrounds, ideas and attitudes, who strive to solve problems faster and encourage innovation. An inclusive workplace also builds morale, fosters creativity and innovation, encourages engagement and reduces employee desire to leave work. These are two interrelated concepts - but they are far from being interchangeable. Diversity refers to the representation or composition of the entity. Inclusion speaks to how well the contributions, presence and perspectives of different groups of people and their integration into the environment are valued.

The current Covid-19 pandemic has changed the way many companies operate. The number of employees working from home has increased dramatically in the last year and has shown that working remotely can be just as effective and produce results.

At Seavus, the employees have 20 years of experience working remotely in various industries. In its early stages, Seavus developed the concept of remotization, which consists of teams of 20 to 50 experts who take over the entirety or parts of a client's IT operations, such as software development, security issues, data storage and management. applications.

Over the years, Seavus has invested in the outsourcing model and trained employees how to work together. The teams are well trained to work together in groups. They have excellent synergy in their work habits and communication, and function in accordance with the work of the other. This means that they are effective from the first day of working with a new client, especially in tasks that require teamwork in a group. Remote control allows engineers to work from multiple locations remotely, giving them the freedom to work from anywhere they feel comfortable.

"Working at Seavus as an international company, with offices in different countries, means that teams are often made up of people from different cultural backgrounds. At the same time, it means working in different physical locations, which adds to the challenge. Our experience shows that these challenges do not affect our daily activities in any way, because they constantly promote an open-minded approach and intensive daily communication," said Aleksandar Krsteski, Technical Lead, Embedded division, who also explained how clients accept the different teams that work for them. "The process of diversifying teams in different countries started seven years ago, and at that time most clients were not ready to accept this. We gradually approached this by introducing team members from different countries one by one. With this approach we managed to convince even the most traditional clients that diverse teams can work effectively if the appropriate methodology and tools are applied in daily activities. Nowadays, this topic is not even discussed and everyone accepts it as a normal way of doing business."

Access to remotization brings numerous benefits. Some of them are the same as for remote work inherited in the remotization models, such as flexible team organisations, working in different time periods, etc. In addition to these benefits, access to remotization allows engineers to take full responsibility for a particular module / application and further develop it using a suite of different profiles. The biggest benefit for clients, from a business perspective, is that they receive knowledge from qualified teams working remotely. This means that the client can transfer all the work done in their premises to the Seavus teams, who will then take care of and provide full corporate services (human resources, team training, team building, career growth…).

Regarding the impact of the client’s business transformation as Seavus works with different teams, Alexander says: “It has quickly become acceptable to clients that diverse teams bring many benefits, while potential disadvantages are easily managed with the right strategy. Diverse teams allow clients to focus on the true quality of people and their technical excellence, without being limited by artificial boundaries such as physical location and cultural background. Experience working with different teams has allowed clients to reap many business benefits by applying best practices, especially during the recent global pandemic, when team members started working from home."

Within the concept of remotization, Seavus implements diversity and inclusion as the highest values of the company. It aims to build a welcoming culture in which employees feel they belong in, their contribution is important and there are no limits to their ambitions. This is an area in which the company has invested a lot through the education of human resources and management, in terms of how to identify the specifics of each culture and affiliation and to lay a common foundation for the development of values in the company. Initiatives for diversity and inclusion must be initiated at the top, implemented at the middle management level, and experienced at the lower level.

Aleksandar Krsteski also presented details about the Embedded Summer School at Seavus, the experience that the company had over the years with this school and how one can develop a career by participating.

"Our Embedded Division organizes an annual Embedded Summer School in North Macedonia, where students from the Faculty of Electrical Engineering, Information Technology and related faculties have the opportunity to learn and apply their knowledge in practical projects. The summer school allows students to learn from our industry experts through lectures and ongoing hands-on projects. We also give students access to embedded hardware, which they can freely use for projects, tutorials or dissertations. Each year proves that the summer school provides practical experience, learning and fun for these students. We also offer employment opportunities for the best students – a truly fast way to start working on projects for our clients who are often leaders in the industry," emphasized Aleksandar.

Krsteski also recounted the projects that the Embedded Division is currently working on, and also referred to the career development in the Embedded Division (from Junior to manager or onsite client work).

"We have many ongoing projects for clients in industries such as in the: marine, automotive, consumer electronics, etc. We can say that recent developments in the industry are focused on device security, Cloud, and IoT, so most of our projects include some element of those trends. This enables younger colleagues to learn and thrive, working in a team that includes experienced and proven experts. They are responsible for mentoring younger colleagues, which results in advancing to higher positions in a short time."

If you want to know more about the current vacancies at Seavus, click on the link:

Embedded C Developer

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