Diversity and gender equality

Statkraft’s Code of Conduct states that:



“We work actively to create a working environment characterised by equality, diversity and mutual respect, where everyone has the opportunity to contribute to business success and to realise their potential. Employees or others involved in Statkraft’s activities will be selected and treated in a manner that does not discriminate with regard to gender, race, religion, age, disability, sexual orientation, nationality, social or ethnic origin, political opinion, union affiliation or any other ground. We do not tolerate any form of discrimination or harassment in any of our workplaces”.

To encourage and maintain a diverse employee base Statkraft is working actively towards six goals addressing key people processes; recruitment, competence development, leadership pipeline and mobility.

1. Statkraft has a zero tolerance for discrimination, workplace bullying and harassment

Statkraft has adopted a clear policy commitment to facilitate a workplace free from discrimination, bullying and harassment. It is an individual and managerial responsibility to implement the policy. We monitor the implementation of the policy, including through anonymous employees satisfaction surveys. Dedicated procedures for handling cases of reported workplace discrimination, bullying and harassment are in place and training on the procedures for reporting concerns has been provided to all Statkraft’s employees[i] over the last 2 years.

2. Statkraft will further develop our recruitment process to attain a more balanced gender distribution

We will look into and evaluate implementation of stronger measures related to attracting, developing and retaining to strengthen gender balance.

3. Statkraft will work to increase gender equality and diversity in managerial positions

Our leaders are encouraged to strengthen the pipeline of female candidates for leadership positions and we monitor the share of women among managers and employees to measure progress. Corporate Management has a Statkraft perspective on deployment and rotation of leaders and talent, in all countries of operation, in order to optimize utilization and resource allocation in light of Statkraft’s strategy.

  • Gender balance: The share of women in management positions in Statkraft reflects the share among employees (22%). There is a representation of 28% women in senior management positions.
  • Gender equality and diversity in Board of Directors and Corporate Management: The percentage of women in Statkraft’s Board of Directors is 44%. Two out of seven members of Corporate Management are women and one out of seven is non-Norwegian. 
  • Diversity in trainee programs: 45% women and 49% Non-Norwegians representing 12 countries have been recruited into the yearly trainee program the last years.

4. Statkraft will promote diversity and gender balance in leadership development

To promote a strengthened pipeline of women candidates for leadership positions, a minimum of 30% female attendance is required at Statkraft’s senior corporate leadership development programmes.  We monitor and guide nomination for all development activities to promote and ensure diversity and gender balance.

  • Training programmes: 44% Non-Norwegians and 24% women attended Statkraft internal development programs and courses.
  • Leadership development:  40% Women, 43% Non-Norwegians have been participating in Statkraft leadership development programmes recent years.

5. Statkraft will work to promote equal career opportunities for employees regardless of gender, disabilities or any other ground

In Norway, Statkraft has an established action plan to ensure an inclusive workplace.

6. Statkraft will benchmark performance and seek new ways to strengthen gender equality

Statkraft is participating in the Women matter 2016 benchmark comparing our company’s female talents and existing corporate policies and programs to industry peers. A survey assessing Statkraft’s employees’ experiences on gender, career advancement, job satisfaction and leadership in Statkraft has also been performed to gain insights as a basis for further improvements.