
Annual report 2022 - Norwegian Property ASA
Sustainability report Page 92
plans, employee progress and training
requirements are followed up through job reviews
and continuously during the year. Based on goals
for personal development, employees can apply
for financial support to pursue further or
continuing education. In 2022, one employee
benefited from this arrangement.
Contributions to a good working environment are
also sought through attractive premises, a
dynamic workplace and challenging assignments.
EMPLOYEE SATISFACTION SURVEY
Norwegian Property conducts bi-weekly employee
satisfaction surveys to determine how employees
regard the group as a workplace and to identify
the possible areas for development. The survey
has been ongoing among all the employees since
late 2019. The response rate for 2022 was 77.63
per cent, which is considered good. The results
show that job satisfaction is high, 8.3 out of 10 for
the organisation as a whole. Areas with the lowest
score are workload at 7.2 and internal information
flow at 7.5, but all the categories are still above
the general indexes. Autonomy and leadership
have the best scores both of which are at 8.6.
HSE
Norwegian Property observes the established
standards of working life, and it will comply with
all the requirements enshrined in the relevant
legislation. The group seeks to apply working
methods which ensure good working conditions
along with high standards of HSE. Day-to-day
operations take account of HSE considerations,
which are important for Norwegian Property
because the group is dependent on maintaining
high standards for the health and well-being of its
employees in order to succeed. Its strategy
involves zero tolerance for serious personal
injuries suffered in relation to Norwegian
Property’s properties and areas of responsibility.
One occupational accident that resulted in sick
leave took place in 2022. This has been followed
up on according to internal routines and legal
requirements.
Sickness absence is an important HSE indicator.
The total recorded for 2022 at Norwegian
Property was 3.1 per cent, while the target in the
group’s strategy is three per cent. With a
relatively low number of employees, however,
long-term sick leave will necessarily influence the
absence rate. Efforts to reduce sickness absence
include financial support for employees to
exercise and have massages, the possibility to
exercise during working hours as well as health
insurance and physiotherapy sessions to address
their seated posture. Opportunities for employees
to participate in determining their own working
day form part of HSE work. The practical follow-up
is conducted through the working environment
committee (AMU), where the representatives of
employees and management meet. The AMU
deals with current working environment issues
and future plans which could have substantial
significance for the working environment and so
forth.
The Transparency Act
In accordance with the Transparency Act that
entered into force on 1 July 2022, Norwegian
Property has taken measures to prevent and
mitigate any actual, or the risk of, adverse impacts
on human rights or decent working conditions in
the group’s operations, supply chain and other
business relationships. Measures have been taken
to cease, prevent and mitigate any such adverse
impacts. This includes mapping the company's
supply chain, establishing ethical guidelines for
suppliers and updating the purchasing routines as
well as supplier contracts and routines for
whistleblowing. Responsibility for follow-up is
delegated across relevant departments within the
group, and all the measures have been approved
by both the executive management and the
board; thus, accountability is embedded as per
the OECD guidelines.
As a property group with all its activities in
Norway, Norwegian Property does not face the
greatest human rights challenges in its everyday
operations. However, the suppliers it uses could
be subject to challenges, in part related to social
dumping. In the construction industry, the latter
could be associated with economic migrants
whose wages and employment conditions are
significantly worse than for national workers. The
greatest opportunities for Norwegian Property to
promote and respect human rights and help
prevent human rights abuses accordingly can be
found in being a responsible purchaser of goods