GRI 404-2: Programmes for upgrading employee skills 

We offer global career opportunities. In our roles we are exposed to various disciplines, technologies and projects within several geographical locations. This exposure gives employees the opportunity to learn and develop competencies and at an accelerated pace. A key element in developing our people is investing in an extensive learning portfolio. Our learning programs and initiatives spans across many areas:

• Onboarding: We have implemented mandatory e-learnings, gamified trainings and face-to-face meetings to ensure new starters get a good overview of our business and processes and learn about our company culture from day one.
• Competence development: We have a competence development framework and run targeted functional trainings to close gaps, as well as initiatives like Learn@Lunch to strengthen business understanding for all.
• Culture awareness: We invest in cultural trainings across multiple platforms for project teams, functional teams and leaders, including an online cultural active tool. We believe in enabling colleagues to learn about each other’s cultures, to create understanding and appreciation for each other’s differences and thereby foster better collaboration.
• Diversity, Equity, Inclusion and Belonging (DEIB) training: We have started mandatory DEIB learning programs for leaders and awareness training for all.
• Leadership development: We have run a global leadership development program for senior leaders, Masterclasses on leadership for all leaders and Masterclasses on performance development topics for all. We have one-on-one external coaching for nominated leaders, as well as management team development sessions. 
• Graduate program: For the third year we are in South-Africa running a yearlong graduate program across various departments. The purpose is to create work experience opportunities, as well as foster skilled and motivated young talents into our workforce. From 2023 we’re adding a Bursary program for under- and post graduate studies. 

Our mandatory training is presented below:

Customised online learning: Our online learning was further strengthened in 2022 through new and improved gamified courses added to the online learning platform available to all employees. All employees are required to complete mandatory onboarding and training. Hours for all gamified and other mandatory trainings totaled 3,155 in 2022. 

Learn@Lunch: In 2022, we continued with our online Learn@Lunch sessions where 17 opportunities were provided to all employees to gain a greater understanding of key topics in our organisation. Topics covered in 2022 included updates from our projects under construction, shareholder management and corporate governance, net zero climate strategy, DEIB, COP27, training on our annual goalsetting and development process, as well as presentations from business departments such as Digital, O&M, Release, IT, Hydropower, among others. 

GRI 404-3: Employees receiving regular performance and career development reviews

A performance development assessment is conducted for full time employees once a year, and this is supported by regular follow-up and communication throughout the year. The purpose of the assessment is to provide the employee with constructive feedback on performance development over the last review period to identify the employee’s strengths and discuss how these can be best utilised, to discuss areas for development and improvement, and to agree on targets for the forthcoming review period. The assessment must be impartial and comprise an open discussion between an employee and his or her manager.

The table below shows full time employees who took part in our annual Performance, Development and Appraisal (PDA) process in 2022, broken down by gender and employee category:

GRI 405-1: Diversity of governance bodies and employees

The following table gives an overview of gender diversity and age range for the Board of Directors, Executive Management, headquarters in Norway and Company in total.

GRI 2-30: Collective bargaining agreements 

GRI 407-1: Operations and suppliers in which the right to freedom of association and collective bargaining might be at risk

The Company acknowledges freedom of association and collective bargaining as a labour right of all employees. Employees have the right to join labour unions or form workers’ organisations with the aim to engage the Company on common issues and conclude a collective agreement. 16% percent of the workforce are covered by collective bargaining agreements.

In countries where collective bargaining agreements are not in place, this is regulated by the employment contracts, internal and external benchmarking and a local personnel handbook in accordance with local labour laws. The Company’s Global HR policy and related procedures are applicable to all employees, emphasising fair salary levels in accordance with local laws and regulations. 

Scatec is not aware of any countries or local operations where the right to freedom of association and collective bargaining of our own workforce is at risk.