About OneCo
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 a signatory to the 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 initiative for corporate social responsibility.
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.
The Transparency Act
The government is committed to promoting responsible business conduct, both in Norway and internationally. The OECD Due Diligence Guidance is now recognised as a leading international tool to help companies identify the risk of negative impacts and harm caused by their own operations, or in their supply chains and business relationships. Norway has played an active role in the development of the guidance.
You can read more about how OneCo works with mapping, due diligence and measures in our report on transparency and work with fundamental human rights and decent work on our website under "reports".
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 2022. 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 2022, two collaboration conferences were held in the Group with senior management, main union representatives and main safety representatives in all business areas. The topics at the co-operation conference were strategy, co-operation, sustainability and information. In addition, the results of the Group-wide employee survey were reviewed. The co-operation conference was perceived as positive and useful by all 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 2022, we have uncovered a number of issues that were worthy of criticism, and we have taken action against our subcontractors to ensure that the conditions have been corrected. Control of our subcontractors will continue to be a prioritised area going forward.
Gender equality and discrimination
None of our employees - or others who work for OneCo - should experience harassment, bullying or negative attention.
Our annual employee survey "OneCo Pulse" shows that 2 % of our employees have experienced bullying and/or harassment in the past 3 months. This is below the national average of 5%. We are working actively to improve further through local measures in collaboration with AMU and occupational health services. Our whistleblowing procedures are digitally available to all our employees, and digital training programmes have been carried out on the subject of whistleblowing.
With a female share of 9.6 % in the Group, we consider this to be our most important challenge. However, this does not mean that diversity in terms of ethnicity, age, religion or disability is any 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 have colleagues from a number of different nations and are proud of this community. The same also applies to age. We currently have a wide range of ages. 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.
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 zero vision for lost-time injuries and are working purposefully to achieve 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, off-road, in unfamiliar locations with many people, in confined spaces - or it could be jobs with particularly high work pressure.
We have not been able to reach our vision of zero injuries in 2022, and have an estimated H-value of 8.3. The majority of injuries are related to falls in rough terrain, or minor cuts and crush injuries. Very few of the injuries in 2022 resulted in absence of more than 3 days. Overall, sickness absence totalled 6.1 % in 2022, of which short-term absence accounted for 1.8 %. The total absence is somewhat higher than the rest of the industry.
Employee survey
The employee survey for 2022 was conducted with a response rate of 87 %. It included questions about the working environment, management, development, safety and communication. The survey shows a high level of employee satisfaction and trust between employees and managers. We have areas for improvement in internal communication and tools for working efficiently.
At the start of 2022, a Group-wide internal communication channel called "OneVoice" was implemented.
Group-wide HSE network
The HSE network has 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.
Expertise building, raising awareness and joint resource utilisation are key themes. 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.
In autumn 2022, a group-wide digital HSE campaign was conducted with a focus on IT security. The campaign was part of National Security Month.
Privacy policy
Privacy is now part of our digital onboarding programme for new employees. Privacy was also part of the Group-wide HSE campaign on IT security that was carried out in autumn 2022. The topic of data protection is also discussed in the work of a Group-wide working group that has worked on the Group's measures against intentional, undesirable incidents and which also includes how the work on security should be organised in OneCo.
