Social sustainability

Many business and social functions are becoming more dependent on software, which increases the industry’s ethical responsibility overall. In addition to considering what kind of projects are beneficial to society, we need to consider whether they can also cause some harm to society. We live in a time of information overload, and concerns about privacy and data hacking are ever present. Social sustainability is also strongly linked to keeping people fit for work, which is something we strive to ensure by investing primarily in the continuous learning and wellbeing of our employees.

Microsoft’s Jeffrey Snover suggests that the following CSR issues should be considered in software development projects:

  • Does the solution improve people’s quality of life?
  • Could the solution be misused for something unethical?
  • Which user groups are excluded?
  • Is what we do ethical?
  • Is what we do legal?


Due to the increasing social responsibility of software developers, it is important that developers are capable and interested in assessing not only the technical and financial sustainability of the code, but also these questions.

Human sustainability refers to the continuous, life-long development and wellbeing of the individual and lays the foundations for four other areas. Satisfied, committed and skilled employees enable the creation of technically sustainable and, therefore, cost-effective solutions in the long term. When individuals are competent and well-trained, they are well equipped to create technical solutions that enable the competitiveness of the customer companies, the surrounding society and the future of the environment. Social sustainability, therefore, refers to the social responsibility of software development and ecological sustainability focuses on minimising its climate impact.

By paying special attention to these areas of sustainable software development, we can better ensure the success and high customer satisfaction of projects.

the eNPS calculation is based on the Employee Net Promoter Score formula developed by Fred Reichheld, which was originally used to study the customer experience and customer satisfaction of companies. Lately, it has also been used to research employee satisfaction (e as in employee + NPS).

This is how the calculation is performed.

We ask our employees once a year, “How likely are you to recommend your workplace to friends or acquaintances on a scale of 0 to 10?” Then we ask for clarification with an open question: “Why did you submit this score?”.

Those who submit a score of 9 or 10 are called promoters. Those who submit a score from 0 to 6 are called detractors.

The eNPS result is calculated by subtracting the relative percentage of detractors from the relative percentage of promoters. Other answers are allocated a score of 0.

The calculation results can be anything from -100 to +100. Results between +10 and +30 are considered to be good, and results above +50 are considered to be excellent.