About OneCo 2021
A sustainable working life
Our most important goal is to maintain the sound operation of OneCo. Prudent operation means that we shall create financial results by operating in accordance with applicable laws, regulations and norms in the Norwegian labour market. We work continuously to improve all aspects of our business. We recognise that a positive bottom line is essential to ensure lasting, stable employment, quality in our deliveries, satisfied customers, a good working environment and returns to our owners.
UN Global Compact
OneCo is connected UN Global Compact which is a global network for companies that want to work with corporate social responsibility and contribute to responsible and sustainable business practices. Today, the UN Global Compact is the world's largest corporate social responsibility initiative.
OneCo recognises and complies with the core conventions on freedom of association and the right to collective bargaining, prohibition of child labour, prohibition of forced labour and prohibition of discrimination.
Freedom of association and the right to collective bargaining
Freedom of organisation is a matter of course at OneCo. All of OneCo's business areas have collective labour agreements that regulate the employment relationship of the individual and the cooperation between the parties.
As an employer, OneCo is a member of NHO, Spekter and Virke at the end of 2021. Cooperation with employee representatives and the safety service is perceived as constructive and good, with established forums for cooperation and dialogue in all business areas. The degree of organisation varies from company to company and is an individual choice made by each employee.
In the autumn of 2021, a group-wide collaboration conference was held across the business areas with the participation of senior management and main union representatives and main safety representatives in all business areas. The themes of the collaboration conference were strategy, collaboration, sustainability and information. The collaboration conference was perceived as positive and useful by both parties and the initiative will be continued in the future.
Forced labour
OneCo carries out regular inspections of our subcontractors and checks that working conditions are in accordance with universally recognised collective agreements and other conditions in the industry. In 2021, this work has been somewhat characterised by Covid-19, and the number of controls has been too low in relation to our ambitions. No deviations have been revealed in the checks that have been carried out.
Gender equality and discrimination
OneCo works actively for an inclusive and health-promoting working life where none of our employees - or others who work for OneCo - should experience harassment, bullying or negative attention.
Our annual employee survey "OneCoPuls" shows that 2 % of our employees have experienced bullying and/or harassment in the past 3 months. This is below the national average, which is estimated at 5 %. We are working actively to further improve our performance through local measures in collaboration with AMU and occupational health services. A Group-wide "whistleblowing poster" has also been drawn up for reporting unacceptable conditions in 2021.
Our work to improve gender equality and prevent discrimination will particularly emphasise the need to improve the gender balance in the Group. With a female share of 9 % in the Group, we consider this to be our most important challenge in the strategy period.
This does not mean that diversity in terms of ethnicity, age, religion or disability is less important to us. However, our experience is that we as a group have come further in these areas. This applies in particular to ethnicity/religion. We currently employ a number of people from different nations, and we are proud of this community.
The same also applies to age. We currently have a large spread in the age composition of our employees. The youngest are 17 years old and the oldest 70 years old, which is the internal retirement age in the Group.
Increasing the proportion of women will make a positive contribution to the working environment, our results and the quality of our deliveries. A better gender balance will also contribute to a strengthened reputation and increased attractiveness as an employer across genders. In our experience, gender is subordinate when it comes to our projects and services. OneCo wants to help visualise the industry as an attractive industry for everyone.
In 2021, we implemented a number of measures to improve the gender balance, and this work will be reinforced in 2022 with a number of new measures.
HSE
At OneCo, short-term results should never come at the expense of safety. Either we work safely or we don't. We have a vision of zero lost-time injuries and are committed to achieving this goal.
At the same time, many of our employees have physically demanding jobs in environments where injuries can easily occur. This could be on a construction site, in rough terrain, in unfamiliar locations with many people, in confined spaces - or it could be jobs with particularly high work pressure.
We have not achieved our vision of zero injuries in 2021, and have an estimated H-value of 10.9. The majority of injuries are related to falls in rough terrain, or minor cuts and crush injuries. Very few of the injuries in 2021 had an absence of more than 3 days. The H-value is only an estimated value in 2021 because injuries were registered differently in the different business areas. This will change in 2022, when the H-value will be calculated in the same way.
Thorough Covid 19 measures
In 2021, large parts of society were affected by Covid 19, including OneCo. Despite severe restrictions and partial lockdown of society, sickness absence totalled 5.0 % in 2021, of which short-term absence accounted for 2.4 %. Total absence is roughly in line with the rest of the industry.
We have worked thoroughly with various Covid measures throughout the pandemic. We have not received any remarks related to this work in the audits that have been conducted by external supervisory authorities
The Group's first joint employee survey
In 2021, the Group's first joint employee survey was conducted with a response rate of 82 per cent. It included questions on topics such as working environment, management, development, safety and communication.
The survey shows high employee satisfaction and a high level of trust between employees and managers. We have areas for improvement in internal communication and tools for working efficiently.
This has been addressed and a Group-wide communication channel "OneVoice" will be implemented in early 2022.
Establishment of a group-wide HSE network
In 2021, a Group-wide HSE network was also established with participants from all business areas in the Group. The purpose of the network is to discuss HSE across the companies and find joint solutions and projects where appropriate.
Building expertise, raising awareness and joint utilisation of resources are key issues. Standardisation and preventive measures to reduce the risk of undesirable incidents, accidents and injuries are also important.
HSE work is closely linked to operations, and it is in the line that a good HSE culture is built. This applies both in the field and in our offices. Managers must have good knowledge of risk factors in our operations and, based on this, implement risk-reducing measures in advance of assignments. Fitters who are out in the field must follow up with a safe job analysis on site and take operational responsibility for their own and others' safety.
Both managers and employees must be familiar with how deviations are reported and followed up. We work continuously to improve this work, and in 2022 we will follow up with Group-wide HSE campaigns.
Privacy policy
In OneCo, we have worked with privacy/GDPR along two axes in 2021:
- Updating and quality assurance of documents.
- Training and awareness raising.
In the spring of 2021, we reviewed all of the Group's data protection/GDPR documents and processed and compiled them into Group-wide templates that apply across all companies.
In the autumn of 2021, we carried out a group-wide privacy campaign involving all employees. The focus of the campaign was on raising awareness and training. Data protection/GDPR is an extensive area, and the aim of the campaign was to make the topic as realistic and simple as possible for the individual.