Our employees

Part of MIPS’ vision is to use technology that reduces the risk of injury to ensure that helmets in all categories protect users significantly better than current test standards promote.

We are pioneers in this important field, which places high demands on attracting and retaining employees with the right skills and passion to always make safer and better products. Even though we are the world leader in what we do, we are still curious and have a desire to always learn more. We constantly challenge ourselves and encourage our employees to be their best selves every day.

We believe that a strong corporate culture is essential. Coaching leadership, good cooperation and engaged employees serve as a foundation for our continued growth journey. In recent years we have invested in a program to further strengthen our culture, together with an external partner.

Attract, advance and retain employees

We value and reward our talented employees. In order to be the leader in our industry, it is crucial that we continue to be an exciting employer who can attract, advance and retain dedicated and talented employees. MIPS works closely with Swedish and foreign universities, in part to maintain an active dialogue, and in part to ensure that we will have access to the skills we need in the long term. We encourage university students to write their theses at MIPS, which often have resulted in subsequent employment.

When necessary we also use external expertise to ensure that we have the right skills in certain specialties. All employees have annual performance appraisals with their immediate supervisor, during which individual goals and development plans are formulated and followed up regularly. Several times each year “Lunch and Learn” events are arranged, where we hold internal lectures and/or discuss relevant subjects.

Essentially the same terms of employment apply in Sweden and China, although local labor laws entail certain differences.

Diversity and gender equality

For MIPS, diversity has been, and still is, an important aspect of our success. With different skills and experiences we can constantly evolve as a company. We have employees from many different countries and therefore English is the corporate language in our Group. The helmet industry has traditionally been male-dominated and we are actively working to reverse that trend, as well as to promote diversity in our business. MIPS’ Code of Conduct adopts the principle that all people are of equal value and that MIPS must provide fair conditions for individuals and groups.


Our workplace benefits from being a workplace that is inclusive and where differences are welcomed, respected, valued and embraced. This approach contributes to satisfied and productive employees. An overly homogeneous workforce is at risk of overlooking the potential and the advantages associated with diversity and can lead to a one-sided view of risks and opportunities.


In 2020 the average number of employees was 55 (43) including 17 (12) women, corresponding with 32 percent (28) of the total number of em- ployees. Executive Management consists of 7 (7) people, including 2 (2) women, corresponding to 29 percent (29) of the total number of people in management.

The Board of Directors consists of 5 (5) people, including 2 (2) women, corresponding to 40 percent (40) of the total number of directors.

Women: 32%
Men: 68%

Women: 29%
Men: 71%

Women: 40%
Men: 60%

Health, well-being, non-discrimination

MIPS views its employees as the single most important factor for success and recognizes that they create the company’s long-term competitiveness. The overarching goal is for everyone in the Group to feel that they work in a good safe and secure environment. Having employees who enjoy their jobs and feel good is crucial for MIPS’ success. Our managers are responsible, through active dialogue, for ensuring the wellbeing of our employees through a good work-life balance. We try to prevent illness at the earliest stage possible and provide support when needed to promote both the mental and physical wellbeing of our employees.

MIPS is convinced that having healthy employees not only reduces the risk of sickness absence and the risk of stress and burnout, but also contributes to a positive mood and better performance. All employees in Sweden are offered a wellness allowance, as well as regular massage services and yoga sessions at work. MIPS has also invested in a gym that is accessible to all employees seven days a week. Our subsidiary in China also has a program for health initiatives.

We have zero tolerance for any form of discrimination at MIPS. Rules, procedures and processes in this regard are described in greater detail in our Code of Conduct and staff manual, to which all employees have access. The company’s employees, as well as other stakeholders, are encouraged to report all forms of discrimination to their immediate supervisor, CFO or the CEO.

Employee survey

Each year employee surveys are conducted in both Sweden and China, where employees evaluate their immediate supervisors, the function in which they work and their own job satisfaction and wellbeing. The results serve as a basis for improvement measures. We conduct a survey at the end of the first six months of the year and a more extensive employee survey at the end of each year.


Consideration of the health and safety of our employees is paramount for MIPS and we therefore proactively work to prevent accidents and to ensure a good balance between work and personal life in order to avoid the risk of ill health and sick leave.


Employee survey
In 2020 the employee survey showed a strong improvement, with an index of 80 compared with 79 the previous year.

The benchmark for companies participating in the same survey is 71.

Skills development
The goal is that 3% of the salary cost should be allocated to skills development for the employees.

Occupational injuries
Zero vision – No occupational injuries leading to sick-leave were reported in 2020.

Sickness absence – target under 3%
2019: 0.74% – 2020: 0.83%

No case of discrimination was reported in 2020.