Equality, diversity and inclusion-related activities

Our personnel policy is gender neutral in all areas and states that we work to promote equality and hinder discrimination. Work tasks and workplaces are organized and adjusted where there are special needs

For example, all our general staff meetings are conducted with an interpreter for the hearing impaired. Our recruitment policy is open and fair, but there was little new recruitment in 2022 due to the implementation of the restructuring process.

ࣽ HR attends all interviews.

Area Risk Actions Status and goal Recruitment Fear of the “other”. Prejudice.

Unconscious discrimination.

Wages and working conditions Individual salary negotiations, men are often more likely to negotiate salary compared to women.

Some professions have a higher salary expectation than others due to the scarcity of skills in the market.

Promotion and talent development Discrimination in employees chosen for training and promotions.

ࣽ Annual local salary negotiations with trade unions.

ࣽ Unions are provided with salary data for men and women to reveal gender-based differences.

In 2023, we aim to train our leaders to use our uniform interview questionnaire to ensure and document

Assess further improvements in the salary policy to secure equal pay for equal work.

ࣽ All employees are included in our performance management programme: “Talent”.

ࣽ Our annual employee dialogue meetings contain standardized questions for promotion, development wishes and opportunities.

ࣽ All employees are reviewed based on standardized Core Behaviours and Results.

ࣽ After the performance review, all leaders are calibrated to ensure that everyone is assessed on the most equal basis possible.

No further actions planned at the moment.

Work/life balance Always available – the boundary between work and leisure is unclear.

Career possibilities may be affected when starting a family.

ࣽ Flexible working hours.

ࣽ Working from home may be agreed on a temporary or permanent basis.

ࣽ Paid free time for breastfeeding.

Consider coverage of full salary during parental leave, including the intermediate payment above 6G for employees in the Norwegian workforce. Other solutions apply to employees abroad.

Harassment, sexual harassment and gender-based violence threats and how to handle and report them.

Male dominated industry. Work abroad in various cultures.

Work performed outside our company.

Facilitation Lack of accommodation for employees with regard to functional ability, gender identity, religion and age.

ࣽ We have ethical guidelines that state our zero tolerance for harassment and abuse of any kind.

ࣽ All new employees and leaders are informed of our ethical guidelines.

ࣽ Field service engineers are given training in the topic.

ࣽ Every second year we conduct a survey specifically designed to reveal harassment and other forms of abuse.

ࣽ We are an Inclusive Working Life partner (IA company) and strive to make arrangements for employees with reduced functional abilities through individual adaptation of both the workplace and work tasks.

ࣽ Our buildings have elevators and HC-restrooms available.

ࣽ General staff meetings are conducted with an interpreter for the hearing impaired.

ࣽ Production workers who work in a noisy and/or dusty environment are, in addition to protective equipment, offered a health check every second year, while the rest of our employees are offered a free health check every third year.

ࣽ We have developed a senior employee policy.

No further actions planned at the moment.

In 2022, we performed an employee survey that focused on psychosocial issues in the workplace. The survey was global and anonymous. We had a 71% response rate, and the results showed us that, in general, we have a good psychosocial working environment. However, the results also showed that it is important to keep a continuous focus on the topic and that we need to improve the way our Whistleblower Policy is implemented in the organization.

In 2023, we will provide training for all employees in our ethical guidelines and provide some dilemmas that groups of employees can use as training materials. The same training will also provide detailed information on our Whistleblower Policy and how reported cases are handled. The survey will be repeated in 2024 to follow up on the impact of the additional training.