Part two

Our work for equality and against discrimination 

To recruit a greater degree of diversity, our recruitment processes must ensure that they are more neutral and freer from prejudice. In 2025, we revised our recruitment process to ensure the same process regardless of the candidate and introduced tools such as Alva Labs to increase awareness of bias and be more data driven.

We continue to offer language training to employees whose mother tongue is not Norwegian, as well as English courses for those who wish to improve their skills. By adopting English as our business language, we have gained access to a broader and more diverse talent pool.

Equal pay for equal work

We will utilize our HR solution to address this initiative, ensuring adherence to the principle of equal pay for equal work. Our ongoing efforts include conducting internal analyses of pay gaps and equity, supplemented by external benchmarking. In 2025, the Group collaborated with AON – Human Capital Analytics to further enhance our understanding and approach to pay equity.

Going forward, the Norwegian group will also implement a pay transparency framework, mirroring the EU legislation.

Facilitate development opportunities through internal mobility

Internal mobility continues to be an important strategy to meet the organization’s needs for an adaptive and dynamic workforce, and a way to promote employees' career development through bringing out potential in everyone.

During 2025, 16 employees had the opportunity to take part in an internal mobility transfer. By fostering a culture that values and supports internal mobility, we can lay the foundation for sustainable success and growth that strengthens our competitiveness and secures jobs. This is central in a changing market, with partly a lack of crucial expertise, especially in Tech, which is one of our focus areas.

Zero tolerance for bullying and harassment

The company is committed to maintaining a working climate based on the premise that everyone is equal. It is hoped that every employee will experience a sense of job satisfaction, commitment and security, and enjoy the same rights, obligations and opportunities irrespective of gender, transgender identity or expression, age, sexual orientation, functional impairment, ethnicity, religion or other belief.

Initiatives relating to equality and diversity must be target-orientated and involve partnership with employees and trade union organizations. Whatever their role, everyone at the company bears a heavy responsibility for accepting each other's differences and respecting the dignity to which everyone in the workplace is entitled.

It goes without saying that harassment and other forms of disparaging or humiliating behavior will not be tolerated. Anyone observing offensive behavior or disparaging use of language is expected to intervene. It is the responsibility of managers to ensure reports of sexual harassment, harassment or offensive behavior are always attended to and taken seriously. Managers are also responsible for ensuring reports are investigated and acted upon.