Social
“We strive to be the best employer for our employees.”
By investing in health, well-being, and competency we develop qualified and highly motivated employees. We are responsible citizens who care for the world around us, and the people in it. This makes us a reliable and efficient business partner and employer.
Personnel/Human Capital
Each individual employee gets to develop and use their full potential through training, involvement, and participation. We will make each other good!
It is our employees who enable us to meet our challenges and deliver on our promises.
As a responsible employer we are committed to investing systematically in people and competence to ensure a skilled, engaged, and diverse workforce.
Employing apprentices
We ensure the company's and the industry's future needs for skills and show social responsibility by employing apprentices. Each year, we offer apprentices the opportunity for training and practice in one of our main disciplines. There are some challenges with the education courses within our disciplines. Scaffolding has become a special course and for insulation, there are few, almost no applicants to this education. For Surface Treatment, there is only one school in Norway per today educating 12 pupils a year. We therefore have several adult apprentices in the company. In 2022, we had 21 apprentices. The distribution per discipline is shown in figure 7. We have close cooperation with the OFIR training office within industrial subjects. KAEFER Energy follow-up with interviews every 6 months for each apprentice. Apart from this, we contribute to theoretical teaching and practical training (ref. Opplæringsloven).
In the past 4 years, we have offered almost all our apprentice’s permanent employment after the end of their apprenticeship.
Ann-Helen Norlin (29) is currently working as an adult apprentice within the discipline Surface protection in KAEFER Energy. During her apprenticeship, Valhall has been her regular workplace, but she has also visited installations such as Johan Sverdrup and Åsgard.
Ann Helen had never heard of the ISS disciplines until a family member told her that KAEFER Energy was looking for apprentices. She can confirm that she works with many great colleagues and thinks it is nice to be a female apprentice at KAEFER Energy. "I only notice equality when I'm at work".
Ann-Helen believes that it is important that ISS disciplines become more visible in schools, so that young people are aware of the subjects when they apply for higher education. You have to reach them in the channels and arenas where young people spend their time on a daily basis.
In order for us as a company to retain apprentices after they have completed their training, it is important that we get an acceptable job offer, concludes Ann Helen.
Ann-Helen Norlin, Apprentice in KAEFER Energy
Apprentices-distribution per discipline, KAEFER Energy, 2022
Human Rights
KAEFER Energy respects and supports all internationally recognized human rights and shall contribute to the protection of human rights. Our commitment is clearly defined in the KAEFER Human Rights Policy. Due to incorporated procedures and policies, an extensive cooperation with unions and use of collective agreements, and our thorough supplier audits and follow-up, the risk of human rights violations at KAEFER Energy is considered low.
The supply chain is the area with the highest risks of human rights violations. We expect our suppliers and subcontractors to adhere to our ethical guidelines, including our standards for human and labour rights, by acknowledging and comply to the KAEFER Supplier Code of Conduct. Therefore, evaluating the potential risk of human rights breaches within the supply chain constitutes an important part of our suppliers’ and third parties’ approval process.
We expect our suppliers to compensate all workers equivalent to the most beneficial of legally required minimum standards, terms established by legally binding collective bargaining agreements and internationally recognized human rights standards. As a minimum, such compensation includes wages, overtime, and paid leave, which calls for an adequate standard of living.
Equal opportunities, diversity, and inclusion
Diversity and inclusion are important drivers for business success. Therefore, we are committed to being a diverse and inclusive company, where everyone has equal opportunities and is treated fairly and with respect. We do not tolerate harassment. None of our employees should be discriminated because of gender, religion, political views, race, skin colour, nationality, ethnicity, marital status, sexual orientation, style of cohabitation, trade union membership, health status, disability, or age.
Workforce - Nationalities
2022: 18
2018: 12
The work on equality and diversity is integrated into KAEFER Energy’s strategy and operations and is a part of the company’s overall sustainability work. Our commitment against discrimination and harassment is clearly defined in the Code of Business Conduct. We are proud that our workforce consists of 18 nationalities.
At KAEFER Energy, we work systematically to achieve an even age distribution. It is important to us that our employees should be able to stay in their jobs for as long as possible and desirable, while at the same time we want to strengthen the proportion of younger people in the workforce.
Our industry, ISS, is a male dominated industry, especially for blue collar personnel. 95 percent of our non-office employees are male. Availability of female candidates with education within ISS, Technology, and Engineering is increasing, but still low. The gender distribution shows that between 70 and 80 percent of our office-based employees are men. The exception is among administrative staff and junior professionals where women are the majority.
“I only notice equality when I'm at work.”
Ann-Helen Norlin, Apprentice in KAEFER Energy
Providing Fair Wages and Reasonable Working Hours
We compensate all workers according to the most beneficial of legally required minimum standards, terms established by legally binding collective bargaining agreements and internationally recognised human rights standards. As a minimum, such compensation includes wages, overtime, and paid leave, which calls for an adequate standard of living.
Respecting Freedom of Assembly, Association, and the Right to Collective Bargaining
It is essential for KAEFER Energy to maintain a good and trusting relationship with the trade unions represented in our company, and to ensure that employee representatives can exercise genuine influence on everyday business operations.
Preventing Modern Slavery
KAEFER Energy does not employ persons below 15 years of age. We occasionally employ people under the age of 18, e.g., apprentice or holiday temps. However, there is an 18-year age limit for work offshore and on the land plants. Persons under the age of 18 are not allowed to perform work that may harm their safety and health, or work that interferes with their mandatory schooling.
Preventing Child Labour and Protecting Young Workers
We strive to help fight modern slavery. Hence, we do not accept any form of human trafficking and forced labour in our value chain. No one shall work for KAEFER Energy if this is not voluntary and based on real and open conditions without any form of mental, physical, or financial coercion or threat of reprisal, punishment, or sanctions.
Providing Access to Remedy
KAEFER Energy will provide appropriate remediation, including, where relevant, effective grievance mechanisms, where we have caused or contributed to adverse breach of human rights.
Performance
Human rights is a focus area during our supplier audits. In addition, we have replaced our “Supplier declaration form” with the Supplier Code of Conduct (SCoC) which deals with human rights and much more. The SCoC is valid for all our major suppliers (with either turnover > 100,000 NOK/year or framework agreement).
Since 2018, we have reduced the proportion of employees who are over the age of 50 from 43.5% to 31% in 2022. This has led to a more even age distribution between the different age groups we have in the company - from apprenticeship to retirement age. For us, it is important that our employees should be able to stay at work for as long as possible, while at the same time we welcome younger colleagues.
Looking ahead
Our focus areas for 2023 will be:
Create awareness and build expertise on human rights, e.g. by reaching out to our employees through internal communication channels.
Strengthening the Human Rights framework in own operations as well as in the supply chain.
We aim to invest systematically in people and competence to ensure a skilled, engaged, and diverse workforce. Some initiatives we will take to achieve this:
- Increase the number of apprentices from 22 in 2022 to >30 in 2026
- Focus on increased recruitment of both female employees and apprentices
- Increase the proportion of foremen who have completed the work management school from 40% in 2022 to 90% in 2026Increase the proportion of white-collar workers who have completed the project management school from 45% in 2022 to 95% in 2026
Health, safety, and security
KAEFER Energy is committed to a Health, Safety, Environment and Quality policy which outlines the long-term direction for the company to support and continuously improve it’s health and safety performance providing an overall sense of direction, as well as framework for setting health and safety objectives.
KAEFER Energy aims to have zero injuries at all workplaces and prevent all occupational illness. This is achieved through robust health and safety management, where we work closely with our employees, customers, and our broader supply chain to mitigate the impacts on employee health, safety, and security. KAEFER Energy's values, management, activities, and expertise contribute to the continuous development of a strong and proactive health and safety culture.
Our HSEQ Policy defines how everyone in the organization shall focus on their own and their colleague’s health, safety, and security.
KAEFER Energy is compliant with ISO 9001, ISO 14001 og ISO 45001. KAEFER Energy's management system meets the requirements of Norwegian laws and regulations. The company is pre-qualified in Collabor8, which is a common qualification scheme for the oil industry. KAEFER Energy is also qualified in Achilles, which is a similar portal.
Occupational Health services
KAEFER Energy has an agreement with a nationwide occupational health service. All our employees are followed up with a health examination. In addition, we are using our occupational health services actively in AMU (work environment committee), in cooperation with occupational hygienists and physiotherapists, cooperation on sick leave, training and much more.
Other HSE measures
Our operators and office employees have physical challenges in their everyday work. To help our employees recover quickly if ailments occur, we cover half the expenses for treatment by a physiotherapist, chiropractor, osteopath or naprapath for up to 6 annual treatments. With this, we reduce the duration of the ailments and hope to avoid that our employees must report sick due to work-related physical ailments.
Welfare in KAEFER Energy aims to increase well-being and cohesion in the workplace and connection to it. One of the welfare provisions is that KAEFER Energy has agreements with local fitness centers or refunds an amount for membership for employees who do not have access to those centers.
Another welfare measure is our golf club. Between 15 og 20 of our employees have joined our golf club. This year, we have had courses for beginners, an internal club tournament, and sponsorship of a green fee that gives reasonable access to local golf courses.
Hazardous Chemicals
All chemicals used in KAEFER Energy are classified, labelled, and documented according to the applicable regulations. We have an updated chemical inventory (electronic database) containing valid safety data sheets for all chemical products. A chemical risk assessment is conducted for each product. Chemical risk assessments are reviewed with regular intervals, and when changes occur. Chemical exposure is also risk assessed in the job planning phase for each job package using our risk management system.
We strive to actively minimize the use of chemicals as well as the impacts of using them. Where practicable, chemicals which pose the lowest possible risk to health, safety and the environment are either used, or replaced with other working methods. Our chemicals are not released to the sea, sewage, or the like. Most chemicals are disposed of as residual waste unless otherwise specified by the supplier or in local waste management requirements.
KAEFER Energy has an internal process for approving the use of new chemicals which meet the requirement for substitution assessment.
In addition, we have a plan for substitution of chemicals which is revised annually. Assessment of substitution includes environmental, health and safety evaluations. The plan provides an overview of which chemicals are prioritized for substitution.
To reduce exposure, further measures are relevant, such as improved working methods, new technology and robotisation.
We aim to prevent and reduce the direct and indirect effects of emissions of volatile organic compounds (VOCs) into the environment, mainly into the air, and the potential risks to human health associated with the use of organic solvents.
Surface treatment is an important part of our daily work. We use several solvent-containing products (e.g., paints, adhesives, etc.), which means that volatile organic compounds (VOCs, solvent vapor) are released into the air. We aim to replace VOC-containing products with more environmentally friendly products. There is potential to reduce VOC-emissions in future projects by choosing products with a high proportion of dry matter. In the tender phase, the proportion of dry matter for desired products from different suppliers is compared and the product with the highest proportion of dry matter is proposed for use. That way, our customers can choose more environmentally friendly products. It is also quite possible to reduce emissions significantly by replacing products in existing contracts. This must be done in cooperation with our customers.
In addition, we focus on health hazards and preventive measures in our internal chemical course. The course is adapted to our usual work situation in our industry and aimed at our executive personnel (operators). We expect all operators within surface treatment to complete the course every third year. In addition, the course material is available for all employees at the internal communication channel Workplace.
Performance
HSE Performance in general
We did not reach our target for injuries and sickness absence.
In 2022, 1 serious injury (SI), 2 lost time injuries (LTI) and 6 total recordable injuries (TRI) were reported.
The frequency was respectively 0.3 (SIF), 1.8 (LTIF) and 0.6 (TRIF) incidents per million hours worked. SIF and LTIF show a slight increase (both +0.3), while TRIF shows a slight decrease (-0.3) compared to the results in 2021.
The statistics on personal injuries show that blows/squeezing and stabs/cuts are the types of injury that occurs most frequently. Injuries to the hand/wrist, leg/foot and shoulder/arm have been most often reported. Cuts and crushing injuries to the hand dominate the personnel injuries. Inattention and human failure are most repeatedly reported as the cause of the incident. "In the line of fire" is the life-saving rule most frequently reported as relevant to the incident.
Total sickness absence was 8.8%, and the share for short-term absence was 4.4%. Much of the absence is reported (voluntarily!) as cold or respiratory symptoms - cold / fever / Covid-19. We have insight into which project, which installation and which discipline represent high levels of sickness absence. Projects/installations/disciplines with the highest sickness absence are followed up at the same time as we want to learn from those with the lowest sickness absence.
Possible work-related illness
The number of cases of possible work-related illness was, with 8 cases, as high as in 2021. The frequency was 2.4 possible cases per million hours worked, which is 0.3 less than last year and at the lowest level in a 5-year period. This is a relatively good result, especially in terms of increased working hours compared to the previous year (hours worked increased by 472,093).
6 cases are linked to noise exposure, 1 to ergonomics and 1 to dust exposure. The project at Kårstø has a historically high proportion of hearing damage. A decrease in the number of new or worsening hearing damage is expected at Kårstø when tightness testing of earplugs (Veripro) is introduced in 2023.
Occupational health service
Legal requirements are the reason for most of the delivery. The annual report for 2022 is not yet available. In general, there was an increase in delivery due to an increased number of employees, health monitoring for employees at Kårstø and Mongstad (every 3 years), employee survey and lifestyle survey (every 4 years, 58 participants in 2022).
Our goal in the current year was to evaluate ≥ 50 of our chemicals hazardous to the environment, health, and safety. In 2022, 149 substitution assessments have been performed.
Health check for white-collar workers
In addition to regular health checks for the operators at our onshore and offshore facilities, all white-collar workers were offered a health check at our Occupational Health Service. 58 employees have accepted the offer. The main findings are that
- 16% are experiencing burdensome stress,
- a blurring of the work-leisure balance was reported,
- and 21 % need to improve their sleep quality.
To identify effective preventive measures, the findings in this survey and from the regular health checks must be assessed together with the findings from the employee survey.
Influenza vaccine
To prevent increased absence due to influenza, KAEFER Energy has offered to cover expenses for all employees related to taking the influenza vaccine this year, as last year. This year, 48 employees have taken advantage of the offer. It is 24 employees less than in 2021.
Employee survey
As part of our work to create a good and responsible working environment, we carried out an employee survey like the one carried out in 2020. To ensure good quality and professional implementation, we collaborated with Avonova Census, which has suitable measurement tools, a research-based and well-tested questionnaire and clear advice and guidance for the use of the results.
The survey emphasizes key factors that are important for a good and safe working environment. Of the factors that are measured, some are linked to the job itself – such as the requirements, the tasks and how we organize ourselves. We measure relational conditions such as social interaction, leadership and employeeship. We also emphasize organizational factors that may have an impact on the individual's working environment, e.g., competence development.
Overall, the percentage who responded to the survey was 74% (officials: 85%, Operators and supervisors: 69%). The main finding is that the results are good and correspond to the results from the employee survey in 2020.
Our employees experience that the job requirements are adapted to their own competence and ability to carry out, and a low degree of exhaustion. There is also good, stable feedback on one's ability to participate, influence and teamwork. Questions about psychosocial safety and social interaction show positive findings, and the company's own competence development has had a better result than in 2020. Furthermore, the results show that there is a good sense of organizational belonging in our companies.
We see, among other things, that for certain work tasks and departments, there is a higher load, and a lower degree of mastery than desired. We also see tendencies that work management and organizing has potential for improvement. The same applies to collaboration within and across departments.
Internal chemical course
To reduce health damage caused using chemicals, all our operators must complete an internal chemical course. This year, 330 participants completed this internal course which is more than twice as much as in 2021. There are less than 50 operators who, for various reasons, have not completed the course yet.
Number of participants in internal chemicals course
- 2022: 330
- 2021: 135
- 2020: 69
HSE campaigns
Throughout the year, the following HSE campaigns were initiated quarterly:
Q1. Prevent major accidents / HC leaks
Q2. Avoid personal injury
Q3. Safe work at height / Prevent falling objects
Q4. Working environment / health
We expect a participation of > 80%. This is necessary to ensure that all our employees receive common information and that everyone agrees about KAEFER Energy's HSE culture. Participation (in %) increased from 5 % and 70 % during the year. A challenge we face is that the KAEFER-specific HSE campaigns run at the same time as the customer's campaigns. Our employees state that the increasing amount of HSE-information is time-consuming to convey in a busy working day, and that they do not always manage to cover everything. This may explain lower participation than our goal.
PPE performance testing
In addition to the hearing test carried out by the occupational health service during the mandatory health check, we carry out individual tightness testing of earplugs.
At Mongstad we have tested the tightness of earplugs for approximately 250 operators using the VeriPro testing system. Many of those who passed the tightness test had to switch to other earplugs to achieve adequate protection. These have mainly switched to Laser Trak Earplug or Howard Light MAX and we have received information that they are a better fit. It appears that none of the test's selection of earplugs are suitable for those who have not passed the test despite correct insertion and placement. Those who do not pass the test (approximately 20%) repeat the test later with a new type of earplug until an earplug with sufficient protection is found.
We conclude that the tightness tests help to be able to identify which earplug fits the tightest for everyone, and that it leads to a good understanding of the prevention of hearing damage.
The same test system was also purchased for our team at Kårstø this year.
In Q4, we launched a campaign for leak testing of respiratory protection (self-testing).
Home office
A guideline was implemented to avoid negative effects when using a home office. This was done by promoting awareness of mental health, coping skills and clear rules through internal mass communication channels.
Substitution of chemicals
Every year, we revise our chemicals inventory with focus on products that are hazardous to health and the environment. Those products are assessed for substitution every 3rd year to reduce the risk of damage to health and environment during work. In 2022, we have identified 198 candidates who require a substitution assessment. In collaboration with our occupational health service, all chemicals were assessed for the possibility of substitution. No chemicals could be replaced this year. However, 6 chemicals have been identified which will be followed up with the suppliers to look at alternatives in 2023.
VOC emission
VOC-containing chemicals were purchased, which corresponds to a VOC emission of a total of 59 tonnes (normed: 17 tonnes of VOC per million hours worked). This is 30.4 tonnes of VOC emissions more than the previous year (= 7 tonnes of VOC per million hours worked more). The increase is explained by a significant increase in the level of activity. No targeted measures have been taken to reduce VOC emissions in collaboration with our customers.
Test of sandblasting robot in tank
Using a sandblasting robot will provide many benefits. It will reduce the health and safety risks for operative personnel, and at the same time reduce the amount of sandblasting medium, waste and time spent. The test showed that the robot gives a better result with the right settings than manual sandblasting.
Looking ahead
The HSE campaigns are run in addition to the customer's campaigns. This is necessary to ensure that all our employees receive common information and that everyone agree on KAEFER Energy's HSE culture. In 2023 we will focus on increasing the participation-% for the HSE campaigns to over 80% for all our locations.
We will analyse the results of our employee-survey in more detail - together with the findings from the health check for white-collar workers, set up an action plan with areas for improvement and areas to be preserved and work together with our employees to achieve improvements throughout the next two years
At Kårstø we will start testing the tightness of earplugs for our operators using the VeriPro testing system.
One of the tasks in 2023 will be to follow up chemicals that we want to replace in addition to the annual process for substitution assessment.
We will work on further development and testing of the sandblasting robot in 2023
Communities
Sponsorship agreements with Peder Kongshaug (local skater).
Shore cleaning (in cooperation with Clean Shores).
TV campaign this year is used to support Doctors Without Borders' and DNDi’s.
KAEFER Energy has a tradition of getting involved in society. We encourage our employees to participate in CSR projects such as shore cleaning (in cooperation with Clean Shores), Venuslauf (Charity run in favour of people suffering from cancer), Trolljeger (off-road obstacle course with a focus on cooperation and mastery) and more. We also support several children sport teams and other initiatives, as part of our local sponsorship activities according to KAEFER Sponsoring Guidelines.
In addition, we welcome approximately 10 apprentices each year.
Performance
KAEFER Energy donated NOK 10,000 to this year's TV campaign. The income from the TV campaign this year is used to support Doctors Without Borders' and DNDi’s (Drugs for Neglected Diseases Initiative) important work for life-saving health care and medicines for people who need it most.
For the charity run Venuslauf, our employees contributed with 44 km. This is 721 km less than the previous year. Here we have great potential for improvement with little effort.
There were 15 participants at Trolljegerprøven this year compared to 12 participants the previous year.
In 2022, we had sponsorship agreements with Viking Football and Peder Kongshaug (a local skater). We have also supported Sandnes and Jæren riding club, Tertnes sports team J14 (Tertnes women's football), Sola Golf Club, and Hinna Volleyball. We conducted a scaffolding course and used the opportunity to take the students into practice to assemble scaffolding in connection with upgrades to the facilities of the local sports club Lura Idrettslag.
Furthermore, we have also given away some random items for prizes at events on 17th of May (National Day) where our employees have requested it.
Our employees have engaged in a Christmas-holiday fundraising campaign under the auspices of the KAEFER FOUNDATION. The purpose was to collect donations to support food banks for people in need.
KAEFER Energy has chosen the two charities “Redd Barna Ukraina” and “Vær Så God Matutdeling”. The raised fund of 656 EUR was rounded up by the KAEFER Foundation. In total, 800 EUR were transferred to the nominated charities.
Looking ahead
In 2023 we will continue to engage employees to contribute to shore cleaning, charity runs, etc.