
Group — Director’s report Wilh.WilhelmsenHoldingASAAnnualReport2021 — Page 21
One of the five members of the company’s group management
is female and two of the five directors on the board of directors
of Wilhelmsen are female.
In 2021, a gender pay gap analysis was conducted for employees
in Norway, pointing to some need for improvements including
finetuning of job profiles. The analysis is included in the
group’s ESG report, available on wilhelmsen.com.
Driving performance
Wilhelmsen strives to maintain a performance culture where
engaged employees deliver the right results the right way and
are rewarded accordingly.
Employee performance and engagement is measured through
annual surveys and performance appraisals.
In 2021, Wilhelmsen conducted an employee engagement
survey including specific questions related to the working from
home situation in response to the pandemic.
The results point to continued positive engagement and mental
well-being, and employees have been able to carry out their
work equally well from home as in the workplace.
There is always room for improvement. Senior
management and individual managers in all locations were
required to conduct follow up discussions with their teams.
Where results were less than the expected benchmark,
managers were required to implement specific actions to
improve results.
Compensation and benets
The purpose of Wilhelmsen’s compensation and benefit
framework is to drive performance and to attract and retain
employees with the right experience and knowledge deemed
necessary to achieve the company’s business objectives and
strategic ambitions. The framework takes local regulations
and competition into account, as well as the responsibility and
complexity of the position.
The bonus schemes are one of several instruments to drive
performance. Bonus is paid if set bonus targets are reached.
Compensation to executives is described in the Remuneration
report available on Wilhelmsen.com.
Investing in competence
Learning and innovation is one of the group’s core values,
and Wilhelmsen places particular emphasis on continuous
learning through its learn-share-apply method. The main
learning method is through on-the-job experiences, tasks and
problem-solving feedback, coaching (formal and informal) and
networks. Formal classroom courses, e-learning, seminars, and
videos supplement this approach.
A learning organisation with motivated employees
contributes to efficient operations and has a positive impact
on the financial performance.
Personal development plans for all employees are integrated
in the performance appraisal and review process. In 2021, the
average hours of formal training recorded per employee was
eight hours, consistent with previous years.
Developing leaders for the future
To meet challenging and changing environments, Wilhelmsen
is dependent on highly capable leaders.
In 2021, approximately 1000 leaders completed two modules
of the group’s continuous leadership development journey.
The modules were 8-12 weeks in duration and focused on the
group’s leadership expectations and leading in challenging
times. Additional modules will be undertaken in 2022.
Whistle blowing and anti-corruption
In 2021, there were 28 whistles received related to allegations
of fraud/corruption, data protection, health and safety, and HR
related matters.
In 26 of the whistles, the reported issues have been concluded
with appropriate action taken, while two were pending a
conclusion at year end.
The COVID-19 situation has continued to be a challenge during
2021 for compliance activities that require travel and physical
presence at our locations, such as investigations and audits.
Scheduled internal business standards audits were postponed
due to the situation, and follow up of potential irregularities
were conducted by providing guidance and instructions to local
and regional resources. Some internal fraud cases have been
detected, with three cases being reported to the police.
To continue competence building with employees, the new
business standards program was rolled out in 2021 with a
100% participation rate. The program includes the areas of
anticorruption, theft and fraud, whistleblowing, competition
law and, personal data protection. A refresher version of this
program will be rolled out in 2022.
ENVIRONMENT
Wilhelmsen works to manage environmental risks and reduce
the environmental impact of our own and our customers’
operations. Significant aspects include greenhouse gas
emissions; pollution to air, land and water, and biodiversity.
When delivering full technical management, crewing and
related services for all major vessel types, Wilhelmsen is in
a good position to influence compliant, sensible, safe and
environmentally sound operations for vessel owners. The
ongoing goal is to work with customers to optimize vessel
and voyage operations, collaboration on the decarbonisation
of shipping, and development of alternative fuels
including hydrogen.
Operational sites and bases set environmental targets and
improvement projects based on their individual site risk
assessments. The operations for Wilhelmsen Chemicals
and NorSea Group are certified according to the ISO 14001
standard. Focus areas include energy and emissions, material
inputs, water use, waste and recycling, oil separators, tanks
and chemical and handling. Activities related to energy
transition and emissions reductions in NorSea Group include
the installation of shore power, gradual electrification of the
machine park, and supporting infrastructure development to
contribute to the hydrogen and carbon capture value chains.
Wilhelmsen promotes responsible consumption and recycling
programs onboard and onshore and is proactive in reducing
plastics in vessel operations by introducing requirements
towards suppliers and facilitating industry initiatives to reduce
single use plastics in the maritime industry.
Climate risk and opportunities
Wilhelmsen is exposed to physical and transition climate risks
on a general basis and related to specific group companies.