Equality, diversity and inclusion at Optimar

Gender equality

At the close of 2022, we had 334 employees, 15 per cent of whom were women, 85 per cent men and 0 per cent identifying as non-binary.

The table below shows the gender distribution per position level, stated as a percentage (GRI 405-1).

Even though the total percentage of women compared to men in the global organization remains the same as in 2021, there are differences at each level.

The table shows women’s pay as a percentage of men’s pay in full-time positions at the different levels (GRI 405-2) The figures are based on the Norwegian workforce.

Listed salary statistics do not consider factors such as different levels of education, seniority, job complexity and responsibility, nor labour market conditions for specific professions. We nevertheless acknowledge that the pay gap between women and men at the most senior levels is substantial and further investigations will be conducted in 2023. If the underlying reason is attributable to gender or other types of discrimination, we will strive continuously to reduce the gap, because equal pay is important to be an attractive employer and foster a culture of diversity.

Parental leave

Optimar complies with the regulations related to parental leave in each of the countries we operate in. In the figures, we also see the impact of the regulations in the different countries.

The table below shows the total period of parental leave taken in weeks and as a percentage of the leave taker’s own gender in the workforce. No employees in the USA took parental leave in 2022.

Part time and temporary positions

The table shows the number of employees globally in part-time and temporary positions, by gender.

Our eight apprentices are not included in the data for temporary positions.

Every published job advertisement is for full-time employment with Optimar. In every case where an employee works part-time, it is by the employee’s own choice. The company offers reduced hours to be inclusive and adapt to the employee’s situation. Temporary employment is used only when the work itself is of a temporary nature, for instance in connection with a project or as a substitute for an employee taking leave of absence.

Age diversity

A blend of backgrounds, genders, ages, competence and mindsets contributes to the successful development of our company, when acknowledged and taken advantage of in the right way. Our workforce consists of many different disciplines and nationalities, and cooperation is a vital part of our success, although it can be challenging.

The table shows a breakdown of our workforce by age, stated in % (GRI 405 -1).