Statkraft is commited to acting in a sustainable, ethical and socially responsible manner in all activities. The Group shall provide a safe and healthy working environment where people, the environment and assets are safeguarded and protected.
In order to follow up the Group’s corporate responsibility, Statkraft’s actions are guided by globally recognised initiatives and standards, including the OECD’s Guidelines for Multinational Enterprises and IFC’s Performance Standards on Social & Environmental Sustainability. Statkraft is a member of UN Global Compact and is committed to following up the initiative and its ten principles relating to human rights, labour rights, environment and anti-corruption.
Below is a brief summary of Statkraft’s work and results in the corporate responsibility area in 2014.
Management of corporate responsibility
Statkraft’s activities are characterised by sustainability and responsible behaviour. The Group’s fundamental principles for sustainable, ethical and socially responsible behaviour are described in Statkraft’s code of conduct. The code of conduct applies to all employees and companies in the Statkraft Group, and Statkraft’s business partners are expected to have standards in accordance with Statkraft’s code of conduct. Statkraft has also prepared corresponding guidelines for the Group’s suppliers. Suppliers are followed up with regards to sustainable and ethical conduct throughout the procurement process.
Ethical and sustainable behaviour is a line responsibility in Statkraft. Principles and requirements associated with corporate responsibility are an integrated part of Statkraft’s management system. The management system facilitates a structured and uniform handling of the Group’s corporate responsibility, and the system is regularly evaluated to tailor it to new requirements, contexts and challenges. Corporate responsibility performance is followed up through score cards and in regular performance reviews for each business area. Follow-up of Statkraft’s corporate responsibility is also part of Corporate Audit’s responsibilities.
Having the correct expertise in all areas associated with corporate responsibility is a critical success factor in terms of achieving the Group’s goals. Statkraft therefore works actively to build expertise, develop training plans and transfer experience across the organisation. Corporate responsibility is also an integrated topic in the introduction programme for new employees and in the Group’s manager training.
Statkraft wants to ensure transparency with regards to dilemmas and ethical issues, and systems are in place to provide all employees with guidance and advice with regard to interpretation of Statkraft’s code of conduct and desired behaviour. Statkraft’s code of conduct emphasises that employees have both the right and duty to report breaches of legal or ethical obligations through the line organisation or the Group’s whistleblower channel, which is handled by Corporate Audit. The whistleblower channel was improved in 2014 and is now also open for external stakeholders. Corporate Audit received five internal whistleblower cases in 2014.
Climate and environmental impact
Statkraft’s environmental ambition is to offer renewable, sustainable and robust climate energy solutions. Continued growth, in combination with international good practice for environmental management, are key elements to achieve this ambition. New investments in the Group are now only made within renewable energy. Statkraft wants to be in line with good international practice with regard to environmental practice. In 2014, the Group’s environmental results were judged to be at a leading level by Oekom Research Corporate Rating.
There were no serious environmental incidents in the Group in 2014, however 159 (127) minor environmental incidents were registered. Most of these were in connection with short-term breaches of river management regulations and minor oil spills. These incidents had little or no impact on the environment.
In 2014, Statkraft’s electricity consumption was 899 GWh (882 GWh). All electricity consumed in the Group has been certified as renewable in accordance with RECS (Renewable Energy Certificate System). Furthermore, Statkraft generated 60 400 tonnes (86 000 tonnes) of hazardous waste from power and district heating production. The waste was treated in accordance with applicable regulations. Most of this (80%) was residual products from Statkraft’s waste incineration plant.
Health and safety
Statkraft is committed to providing a safe and healthy working environment. The objective is that the Group’s activities shall result in zero serious personal injuries. Good planning, including setting clear requirements and close follow-up in all project phases and operating activities, is decisive for achieving this objective. The Group’s management and follow-up of health and safety is based on the requirements in the OHSAS 18001 standard and international good practice.
2014 nevertheless saw two work-related, fatal accidents in which four people lost their lives. One of the accidents took place in the Devoll project in Albania, which is wholly owned by Statkraft, whereas the other accident took place in the Bajo Frio project in Panama, where Statkraft has an indirect shareholding of 25%.
In the Devoll project, there were three fatalities following a rockslide in the vicinity of Moglice in the Devoll valley. The fatalities were employees in a rockfall protection company that was securing the rock face for one of Statkraft’s road contractors. The main conclusion from the investigation was that challenging weather and precipitation conditions had substantially increased the risk of a slide, and that this was not sufficiently considered when executing the work. The practice for executing this type of work has been changed after the accident.
In the Bajo Frio accident, a barrel came loose from a mobile crane and struck three people. There was one fatality and one serious injury. The accident investigation uncovered multiple breaches of the project’s requirements and guidelines and several improvement measures have been implemented following the accident.
The Group has experienced a positive development in recent years as regards the injury and lost time injury rate. The indicator for lost-time injuries, H1, was 3.4 (3.5) among the Group’s employees and contractors in 2014, while the indicator for all types of injuries, H2, was 5.5 (6.5). In total, 170 (228) injuries were registered, of which 106 (120) lost-time injuries, among the Group’s employees and contractor employees. In addition, 9459 unsafe conditions (9415) and 989 near-misses (1531) were registered. 30 (49) of the accidents and near-misses were categorised as serious incidents with, or with the potential for, serious consequences.
The Group works systematically to avoid injuries in all activities. All accidents and near-misses with serious damage potential are investigated in a structured manner, with the intention of sharing experience across the organisation. Most of the serious accidents and near-misses in 2014 were associated with traffic, fall from heights and falling objects.
Absence due to illness in Statkraft is at a stable low level and was 2.8% in 2014 (2.9%). All Norwegian companies in the Group have entered into Inclusive workplace (IA) agreements, with active follow-up of absence and adaptation of the work as needed.
Statkraft has a targeted approach to security, preparedness and crisis management. In Statkraft, the area of security encompasses personnel security, physical security, IT system security and information security.
Statkraft takes a comprehensive approach to security topics and has implemented a new corporate governance structure in 2014. Improvement areas and measures have also been identified to ensure that Statkraft is on a par with good international practice. A number of emergency drills were conducted in 2014 within various topic areas which incorporate experiences from security situations both in Norway and abroad.
Compliance with human rights can be challenging in some of the countries where Statkraft is present, and the Group takes human rights issues very seriously. The UN’s Guiding Principles on Business and Human Rights have been taken into consideration in Statkraft’s management system and project management tools.
In 2012, a complaint against Statkraft was lodged before the OECD’s Norwegian and Swedish contact point for multinational companies in connection with the development of wind power in Sweden. Mediation took place between Jijnjevaerie Sámi Village and Statkraft in 2014 and was concluded without agreement.
Business ethics and anti-corruption work
Statkraft has zero-tolerance for corruption and is committed to upholding a high ethical standard. With rising exposure in markets exposed to corruption, Statkraft places significant emphasis on safeguarding its internal business culture and developing robust anti-corruption measures.
A new phase of Statkraft’s anti-corruption programme was approved and initiated in 2014. The program includes risk assessment and mapping of needs in each of Statkraft’s business areas in order to develop customised solutions for competency development and other corruption-preventing measures.
A new training program on business ethics and anti-corruption has been adopted as part of this work, where all employees will receive training attuned to their challenges. A number of measures have also been implemented to ensure good management on this topic, for example dilemma training for all senior management.
In 2014, Statkraft prepared new, practical guidelines that will advise employees on how to handle ethical challenges. The guidelines are a supplement to governing documents, the existing anti-corruption work manual and anti-corruption e-learning programme.
Statkraft creates significant values for society. At the same time, all power production, even renewable power production, is associated with different forms of interventions in society and nature. Statkraft works systematically to reduce the negative effects from its activities as much as possible and to properly safeguard all stakeholders. This is done through structured processes where dialogue with everyone affected by the Group’s activities is a key element. A new unit was established in 2014 within the International hydropower segment. This unit will strengthen Statkraft’s ability to handle social and environmental interventions while also ensuring transfer of expertise between different projects.
The Group’s financial value creation is distributed amongst many different stakeholders. In 2014, this amounted to NOK 19 077 million (NOK 18 635 million). Total investments amounted to NOK 11 180 million (NOK 13 344 million), of which NOK 3844 million was invested in Norway (NOK 7338 million). 67% of the investments were in connection with expansion of production capacity (85%).
Employees and organisation
A good and stimulating working environment, clear requirements for managers and goal-oriented competency development are strategically important areas in Statkraft. A mapping of Statkraft’s expertise needs was prioritised in 2014, and a new expertise development concept will be implemented in 2015.
An employee survey is carried out every year in Statkraft and the results indicate that Statkraft is a good place to work and that the company has satisfied employees. As regards the indicator ”Job satisfaction”, Statkraft’s score was 74 of 100, which is above the Norwegian industry average (70).
Statkraft has a focused and systematic approach to recruitment and remains an attractive employer both among graduates and experienced employees. The Group has a trainee programme which enrolled eight new trainees with different backgrounds and nationalities in 2014.
Statkraft has a structured collaboration with represented trade unions. In addition to national cooperation with trade unions, Statkraft has a European works council (Statkraft European Works Council, SEWC), with employee representatives from Norway, Sweden, Germany and the UK. SEWC is an important forum where topics related to working life and labour rights are addressed and discussed with Statkraft’s management.
The Group recognises the ILO Convention on labour rights and relevant EU directives have been included in the SEWC agreement with EPSU (European Federation of Public Service Unions), the federation for European unions within the energy industry.
Statkraft wants a diverse working environment and considers equal treatment a tenet in its recruitment and HR policy. Statkraft strives to attain an even gender distribution in the Group, and more women in managerial positions. At the end of 2014, 24% of the Group’s employees were female (23%), and the percentage of women in management positions was 22% (22%). The percentage of women among new employees in 2014 was 25%. The percentage of women on Statkraft’s Board of Directors is 44%. The average salary for women compared with men in Statkraft was 0.9 in 2014. The corresponding figure for management was 0.9.
At the end of 2014, the Group had 3348 (3493) full-time equivalents. The Group has employees in 19 countries, and 34% are located outside Norway (34%). The average service time in Statkraft is 11.8 years and the employee turnover is 4.0% (6.0%).