Status and risk

We have chosen to map the risk of discrimination associated with these processes:

 

- Recruitment and selection

- Expertise and development

- Rewards and bonuses

- Turnover

Area of interest

Recruitment and selection

To achieve our goal of a better gender balance, we must work long-term and purposefully with new recruitment. In addition, we must be attractive to those who are already employed.

Traditionally, site managers, project managers, department managers, etc. are recruited through internal career paths. In principle, this is positive and a strength for OneCo. However, exclusively internal recruitment will cement the skewed gender balance that already starts in the apprenticeship intake. OneCo had only 2 % female apprentices in 2021.

In new hires for positions that were not apprenticeships, female applicants accounted for less than 10 % of the total number of applicants in 2021. The "industry experience" requirement may be a contributing factor to this. To improve the gender balance, the requirement for "industry experience" must be challenged in positions that do not have explicit requirements for this. In addition, managers who succeed despite a lack of industry background must be emphasised.

"Equal children play best" can also consciously or unconsciously lead to the unequal gender distribution being maintained. It may feel less risky to choose a man than to "take a chance" on choosing a woman.

risk

  • The goal of increasing the proportion of women is not sufficiently anchored internally.
  • Female role models are not sufficiently emphasised.
  • No requirement for qualified female applicants to be called in for an interview.
  • No requirement for external recruitment companies to present applicants of both genders.
  • No requirement for equal gender representation among those who carry out the recruitment and selection process.
  • "Equal children play best" - unconscious discrimination based on already unequal gender distribution.
  • Job adverts are not gender-neutral in language, attitudes or imagery.
  • Requirements for "industry experience" without this being sufficiently challenged

Area of interest

Expertise and development

OneCo has a wide range of services, projects and assignments that require different skills and experience. Expertise development takes place to a large extent as a natural part of everyday work. The need for competence-enhancing measures is included in the performance review and agreed directly with the immediate manager. In addition, there are courses required by the authorities, such as annual FSE courses, courses for climbing at height, hot work, etc. The courses required by the authorities take place at different intervals and are required in order to perform specific tasks. Work on skills and skills gaps will be a prioritised area in 2022. In the Group's employee survey, only minor gender differences related to skills development were identified.

Schemes for reduced working hours or adapted work in different phases of the employment relationship (life phase policy), for example, are not implemented as joint schemes, but are practised individually.

risk

  • Competency plans and career paths are not sufficiently defined.
  • Systems and routines for identifying skills gaps and future skills needs are inadequate.
  • Features of the culture such as language, jokes and bullying can have a discriminatory or exclusionary effect.
  • Changing room and toilet facilities on construction sites can be challenging.
  • A lack of flexibility in working time arrangements can exclude people with caring responsibilities.
  • Lack of life stage policy and general arrangements related to this.

Area of interest

Rewards and bonuses

The Group's bonus schemes were reviewed in 2021 and a new bonus model for 2022 has been prepared. The bonus schemes emphasise both financial and individual targets, and there are no differences in bonus levels based on gender.

Salary negotiations
Wages in job categories with the largest number of employees (operational and production positions) are determined through collective bargaining between El og IT Forbundet, or NITO, and NELFO and Spekter respectively.

In the collective agreement between NELFO and El og IT Forbundet, annual supplements are negotiated through central negotiations, and only a small part through local negotiations. In the collective agreement between Spekter and the Norwegian Electrical and IT Workers' Union, collective wage formation takes place through local negotiations.

Salary negotiations for other job categories take place locally through individual salary negotiations between manager and employee. In 2022, a more thorough analysis of salary development for these job categories will be carried out, including a structured benchmark against the market.

risk

  • Job categories with a high proportion of women are not covered by bonus programmes.
  • Job categories with a high proportion of women have lower wage pressure.
  • Women's and men's performance can be evaluated differently based on the relationship and dialogue between manager and employee.
  • The wrong salary level can lead to unwanted turnover.
  • A lack of knowledge about market salaries can lead to incorrect judgements when setting salaries.

Area of interest

Turnover

2021 was characterised by several restructuring and reorganisation processes within the Group.

The total turnover in 2021 was 13 %. Of these, 12 % were women. Analyses show that turnover largely follows the gender distribution in the job categories. In 2022, turnover will be followed up to a greater extent with more thorough analyses of end causes and provide a clearer distinction between desired and undesired turnover.

risk

  • Generally higher turnover in the market.
  • Changes in the possibilities for hiring during production peaks can lead to excessively high basic staffing levels, which must then be reduced during periods of lower production.
  • Unwanted turnover due to increased salary or development expectations that cannot be met.
  • Significantly tougher competition for talent.