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Gender equality and diversity

Orkla has a corporate culture characterised by respect and equality. These values are important in order to compete successfully for manpower, and to utilise employees’ full potential in the best interests of the Group and the individual.

Orkla’s stance on diversity, equality and non-discrimination is described in the Group directive on corporate responsibility and Orkla’s Human Rights Policy. In 2015, Orkla had no complaints or matters related to gender equality or discrimination or other human rights issues (based on annual internal reporting from compani   of disputes, litigation, supervisory cases and similar matters).

Orkla aims to ensure that all its employees are assured of pay equivalent to the negotiated wage targets established by employer organisations and other bodies in the respective countries. When determining employee pay, Orkla attaches importance to the individual’s skills, the complexity of the position, his or her job performance and competitiveness in the market, regardless of gender, background or functional capability. In 2015, Orkla adopted a tool for job classification and determination of compensation, and intends to further harmonise the Group’s compensation arrangements in 2016.

Orkla strives to attain a good gender balance at all levels of the organisation, and attaches importance to this aspect when recruiting and developing employees. Measures that make it easier to combine a career and family life are considered an important factor in promoting gender equality. The Group requires that a minimum of one female candidate is nominated when recruiting candidates to management team positions at company or business area level.

Ensuring gender equality and promoting diversity is a management responsibility and part of management’s day-to-day activities. In 2015, activities were carried out to provide training in and raise awareness of this issue in MTR Foods, Suslavicius-Felix, Credin in Denmark, Kalev, Orkla Foods Sverige and Felix Austria. Diversity and equality are also topics covered in training on the Orkla Code of Conduct.

As at 31 December, Orkla had 14,670 employees. Of these 10.3% were managegers, 46.5% were administrative employees and 53.5% were blue-collar workers. A total of 45.6% of all employees were women, compared with 44.8% in 2014. Among administrative employees, 46.7% were women, compared with 48.8% the previous year. Women accounted for 44.7% of blue-collar workers, up from 41.5% in 2014. The change in the percentage of women is ascribable to the structural changes and reorganisation carried out in 2015.

The percentage of women among senior executives has been relatively stable in the past few years. At the end of 2015, 32% of management team members at Group, business area and company level were women, compared with 27.3% the previous year. The percentage of women in management positions at all levels of the Group’s operations was 36.1%, up from 35.6% in 2014. The improvement is due to changes in Orkla’s company structure and strong awareness of the importance of diversity and equality when recruiting candidates for management positions. 

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