Equality statement
Sustainability
Equality statement 2025
Introduction
Otto Olsen AS works actively and purposefully to promote equality, diversity and inclusion, and to prevent discrimination in accordance with the activity and reporting obligations under Section 26 of the Equality and Discrimination Act.
The business shall be a workplace characterized by equal opportunities, respect and an inclusive working environment, regardless of gender, age, ethnicity, religion, beliefs, functional ability, sexual orientation, gender identity or other conditions covered by legislation.
The work on equality and diversity is an integrated part of the company's HR, HSE and sustainability work and is anchored in the company's management, board, ethical guidelines, Code of Conduct and HR and HSE policy. Otto Olsen AS has zero tolerance for bullying, harassment and discrimination, and employees should be able to report objectionable conditions without fear of reprisals.
Status of gender equality
The proportion of women in the company is still low, with 29 women out of a total of 138 employees, but the level has been stable in recent years. This must be seen in the context of the company operating in a technical industry where the recruitment base traditionally consists of a high proportion of men.
At the end of the year, the company had three temporary employees. These are on-call assistants who are used when needed. In addition, hired labor has been used in certain periods to cover temporary needs, including sick leave.
The use of part-time positions is limited and is at the request of the individual employee. There are no recorded cases of involuntary part-time work.
Salary mapping for 2023 is not subject to reporting.
* The table and comments below show mapping carried out for 2022.
Salary survey for 2024
A salary survey was conducted in 2024 in accordance with current legal requirements. There is no requirement for a new survey in 2025, and the assessments in this report are therefore based on the results of the survey conducted in 2024.
The survey did not provide grounds for concluding that any wage differences are due to gender discrimination. The differences that were identified are considered to be mainly related to competence, seniority, responsibility, experience and work tasks.
For some job groups, the results cannot be published because the groups do not meet the legal requirement of at least five women and five men.
This is how we have worked with equality, diversity and inclusion
The work on equality and diversity is part of the company's systematic HSE and HR work and is regularly discussed by management and the working environment committee (AMU).
Otto Olsen AS works with, among other things:
- equal treatment in recruitment, salary determination and career development
- objective and competency-based recruitment processes
- an inclusive and safe working environment
- performance appraisals and competence development
- annual employee surveys with follow-up in the individual department
- whistleblowing procedures and clear ethical guidelines
- cooperation with shop stewards and safety representatives on the working environment and improvement measures
The results from the employee survey are actively used in the company's improvement efforts and form the basis for action plans in the individual departments.
Identified challenges
The business has identified the following areas that require continued attention:
- Low proportion of women in several parts of the business, especially in sales and technical positions
- Limited recruitment base of female applicants for certain positions.
- Need for continued follow-up of the employee survey, particularly related to collaboration, involvement and management support in individual departments.
The challenges are considered to be largely related to the composition of the industry and available expertise in the labor market.
Measures implemented in 2025
To reduce identified risk areas, Otto Olsen AS has implemented the following measures, among others:
- working towards a broad and inclusive applicant base when recruiting
- conducted objective assessments based on competence and qualifications
- encouraged qualified candidates from underrepresented genders to apply where relevant
- employee survey completed with follow-up through departmental action plans
- Conducted meetings and gatherings with a focus on the working environment, collaboration and well-being
- continued work on competence development and leadership support
The measures will contribute to an inclusive working environment and ensure equal opportunities for all employees.
Results of the work
Otto Olsen AS considers that the business has a good and inclusive working environment.
No reports or cases of discrimination or harassment were registered during the reporting year.
The employee survey generally shows high levels of satisfaction and engagement among employees, while also identifying certain areas for improvement that are being followed up through specific action plans.
The company does not consider that there are circumstances that indicate that employees are systematically discriminated against on the basis of gender or other grounds for discrimination.
Plan for further work in 2026
In 2026, Otto Olsen AS will continue and further develop its work on equality and diversity by:
- continue work on inclusive and competency-based recruitment processes
- strengthen skills development and internal development opportunities for all employees
- follow up on the action plans from the employee survey
- further develop leaders' expertise in inclusive leadership and equal treatment
- continue our work to ensure a safe, inclusive and discrimination-free working environment.
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