Back to Overview

Statement on equality and non-discrimination

This report describes the diversity and inclusion status of Scatec ASA (“Scatec”) and how we are working to ensure equal opportunities for all employees and prevent discrimination on the basis of gender, pregnancy, leave in connection with childbirth or adoption, care responsibilities, ethnicity, religion, belief, disability, sexual orientation, gender identity, gender expression or combinations of these grounds globally, and shall seek to prevent harassment, sexual harassment and gender-based violence.

Scatec’s work for equality and non-discrimination

Diversity as a business imperative

Diversity is a business imperative and competitive advantage for Scatec. In 2020, Scatec had 41 nationalities represented in its global workforce and 21 nationalities represented in Scatec ASA. Building a culture that nurtures diversity in all aspects is key to delivering our goals and maintaining a flexible and agile working environment. We embrace diversity and inclusion in our practices, policies and procedures including, but not limited to, hiring processes, performance and rewards, learning and development programmes and initiatives.

Principles, procedures and standards for diversity and inclusion

Our global work with equality and non-discrimination is described in Scatec’s various strategies, policies, and guidelines. In addition to an inclusive global HR policy, we developed a specific global Diversity & Inclusion (D&I) policy in 2020. Both policies include guidelines to secure equality and prevent discrimination, harassment and sexual harassment a. and gives guidance for action and initiatives to meet these challenges.

Scatec has a global bonus and salary review process and uses global benchmarking data from Mercer, to prevent bias in this area. Our global recruitment guidelines and tools support unbiased recruitment practices by providing consistent standards and processes. All employees are encouraged and have a duty to report improper behavior or irregular conditions, this is thoroughly defined through our whistleblower channel.

All relevant policies, procedures and guidelines have been developed with consideration to feedback from employees via regular engagement surveys and employee representatives in the working environment committee. Policies are ultimately approved by Executive Management.

Our goals for 2021

In 2021, we will focus our efforts on initiatives to promote greater diversity in line with best practice, aimed at excelling beyond compliance. The following targets have been set for 2021:

  • Increase the share of female employees from 30% to 33%.
  • Promote women to management positions and increase the number of female managers from 33% to 35%
  • Monitor and improve work-life balance among employees by systematic reporting and further culture and awareness building amongst employees and leaders
  • Strengthen our work related to equal opportunities by utilising the platform “Equality Check”

Download the complete Statement on equality and non-discrimination here