Diversity, equity, inclusion and belonging

We acknowledge that people are our most important asset, and we strive to create an environment that fosters excellence, promotes our values and encourages diversity.

Management approach

Diversity is a business imperative in Scatec as it enables better decision making and increased value creation. A focus on diversity is forward-looking and development orientated, reflecting the market and society’s expectations as well as assist in solving societal challenges whilst contributing to higher participation in the workplace.

Scatec nourishes its culture with a high awareness of diversity and inclusion across the Company, demonstrated by Management and the Executive Leadership. The Company embraces diversity and inclusion within its policies, practices and procedures including the recruitment process, performance, and rewards, learning and development programmes.

GRI disclosures

GRI 401-1
GRI 404-2
GRI 404-3
GRI 405-1
GRI 2-30

GRI 401-1: New employee hires and employee turnover

Scatec strives to appoint employees with professional skills, competencies and behaviours that will enable the continued international growth and development of the Company and the company culture, and that encourages a long-term relationship between the Company and the employee.

When determining whether a candidate is suitable for a relevant position within the Company, consideration will be given to the candidate’s skills, experience, and their values. Emphasis will be placed on ensuring a match between the individual candidate’s values with the Company values and its culture.

Permanent and temporary employee numbers for 2023 are provided in the tables below.

	Men	Women	Total
Permanent employment	473	207	680
Temporary employment	118	53	171
			851

	Under 30	30-50	Over 50	Total
Permanent employment	89	517	74	680
Temporary employment	54	95	22	171
				851

	Asia	Egypt and Green H2	LATAM/Europe	Sub-Saharan Africa	Corporate	Total
Permanent employment	75	108	179	216	102	680
Temporary employment	17	1	64	88	1	171
						851

The number of new hires (full time employees), broken down by age group and gender, is provided in the tables below.

New hires (Full time)	2023	2022
Age
Under 30	24	52
30-50	63	143
Over 50	1	11
Gender
Men	63	143
Women	25	72
Total	88	206

	Asia	Egypt and H2	LATAM/Europe	Sub-Saharan Africa	Corporate	Total
New hires (Full time)	16	7	21	27	17	88

The turnover, broken down by age group and gender, is provided in the table below.

Turnover is not disclosed per region.

Turnover	2023	2022
Age
Under 30	17%	12%
30-50	10%	7%
Over 50	6%	3%
Gender
Men	11%	6%
Women	10%	9%
Total	11%	7%

The female turnover figure for 2022 has been restated, resulting in a restatement of the total turnover figure.

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 1
Competence development: We have identified prioritised competence areas to develop 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 mandatory DEIB learning programs for leaders and awareness training for all, and run additional DEIB training with our DEIB Ambassador network
Leadership development: We ran an internal global leadership development program for senior leaders, with Leadership Team development sessions, Leaders’ call with Enterprise Leadership topics, 1-1 external coaching for nominated leaders as well as Masterclasses on essential leadership topics for all line managers.
Graduate program: For the fourth 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 added 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 2023 through both 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. Number of gamified e-learnings and other mandatory trainings completed by our employees in 2023 amounted to 2,751.

Learn@Lunch: In 2023, we continued with our online Learn@Lunch sessions where 10 opportunities were provided to all employees to gain a greater understanding of key topics in our organisation. Topics covered in 2023 included updates from our Digital team on exciting new initiatives, competency networks for Hydropower, and mental health and psychological safety.

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. In 2023 we also ran for the first time a mid-year review in the HR system for all permanent employees.

The table below shows full time employees who took part in our annual Performance, Development and Appraisal (PDA) process in 2023, broken down by gender and employee category.

	Men	Women	Total
Full time	473	218	691

The total number of full time employees that completed the annual review and development process in Q1 2023 differs from the total number of full time employees as at yearend 2023.

	People, Sustainability & Digital	Finance	O&M	Solutions	Legal	Asia	LATAM/Europe	Egypt and Green H2	Sub-Saharan Africa	Total
Full time	100	128	212	121	24	26	28	15	37	691

In line with our 2023 target, 100% of permanent employees in-scope participated in the annual review and development process.

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.

	Gender - % female			Age group - % in 2023
	2023	2022	2021	Under 30	30-50	Over 50
Management	27%	27%	13%	0%	64%	36%
Board of Directors	43%	43%	40%	0%	0%	100%
Headquarters (Norway)	44%	41%	42%	7%	72%	21%
Total company	30%	30%	29%	13%	76%	11%

GRI 2-30: Collective bargaining agreements

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. 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. 18% percent of the workforce were covered by collective bargaining agreements in 2023.

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.

DEIB practices in Egypt

The Aswan community was generally not encouraging the work of women (particularly outside their homes). This was evident during the early construction phase of the Benban Solar Park.
However, the efforts of the various developers, mostly abiding by IFC/EBRD performance requirements, improved the local perception, where the park currently includes numerous success cases of women working in both administrative and technical positions.
Scatec introduced its diversity, equity, inclusion and belonging (DEIB) practices, policies, and procedures in 2023, where representatives of different locations acted as DEIB ambassadors.
The DEIB process covers, but is not limited to; Hiring processes – aiming for gender balance and disability equality; and, Learning and development programmes – engaging all employees in various cultural trainings and promoting female leaders in all business units.
DEIB has been included in the regular training provided to our O&M employees (mostly from Aswan Governorate) twice per year, with ambitious expectations that the concept will have further positive impact on the community.

Methodology

Scatec uses the following methodology and definitions to report on our employee data.

FTE Permanent employees: Headcount of permanent own employees and international assignments at the end of the reporting period.
STE Short term employees: Headcount of short-term own employees at the end of the reporting period
Consultants: Headcount of Consultants and third party hired ins at the end of the reporting period.
Full time employees: Headcount of full time (100% working hours) employees at the end of the reporting period.
Turnover: Rate at which employees voluntarily leave the workforce. To calculate employee turnover, you need to define a reporting period. Total number of employees that have left are divided by the average number of employees at the start and end of the reporting period. This number is multiplied with 100 to express it as a percentage.

Diversity: The topic is far reaching and all-encompassing including but not limited to gender, religion, age, ethnicity, disability, sexual orientation, education, class, workplace seniority, profession, leadership style, communication style nor personality preferences.
Equity: Ensuring everyone has access to the same opportunities. Whereas equality means people is given the same resources or opportunities, equity recognises that each person has different circumstances and allocates necessary resources and opportunities needed to reach an equal outcome.
Inclusion: Creating an environment where everyone can achieve their potential. People should be celebrated – not separated – for their differences. To bring their unique ideas, experiences and practices to life, people need to be empowered and included, starting with role models at the top.
Belonging: Our employees can thrive simply by being who they are. Being afraid of expressing yourself doesn’t foster efficiency nor a sense of creativity and innovation. We need a workplace which feels physiologically safe. Creating social connections will strengthen everyone’s ability to communicate and get work done.