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Diversity & Equal opportunity

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We are an equal opportunity employer. A career in DNV GL should not be hindered by age, nationality or gender if the employee has the competence, attitude and values needed for the role. Business and personal decisions will be taken in accordance with the general policy of equal treatment as defined by objective, comprehensible criteria.  

Diversity is highly sought after in our company.  To realize the potential in the organization, we strive for the diversity in the workforce to be reflected at all management levels. We strive to have a consistent, transparent and market-relevant compensation and benefit framework that supports the organization’s need for flexibility with respect to tasks, work location and career opportunities. 

Our Code of Conduct is embedded in our Group Management System, and clearly states that discrimination on the basis of race, gender, age, nationality, ethnic background, skin colour, political opinion, sexual orientation, religious beliefs, marital status, physical constitution or other personal characteristics is not tolerated. This is also stated in our Governing Documents on Reporting of Misconduct.  

This aspect also covers equal remuneration and non-discrimination issues.

Project & Activities 

In 2014 we continued to conduct mentoring programs and have senior managers located outside of headquarters to gain better knowledge of local communities and employees. The make-up of the total manager pool must show year-on-year improvement towards reflecting the composition of the DNV GL workforce.

There are many dimensions of diversity and DNV GL focus on three of them in particular: nationality, gender and age. DNV GL is actively managing its diversity in many areas of the organization such as: management team composition, succession management considerations, development course participants and more.

Reporting on Performance 

In DNV GL, we describe diversity in terms of gender, age and nationality. We don’t consider ethnic groups or use the term ‘minority’, because in our global operations with a mobile workforce, a person of certain ethnic group could be considered part of the majority in one place where we operate, but a minority in another.

Composition of employees

The Board of Directors

Nationality - Percentage
Male
Female
Age 30-50
Age>50
Nationality - Percentage
Norwegian - 43 %
Male
21 %
Female
21 %
Age 30-50
21 %
Age>50
21 %
Nationality - Percentage
German - 36 %
Male
36 %
Female
 
Age 30-50
14 %
Age>50
21 %
Nationality - Percentage
United Kingdom - 7 %
Male
7 %
Female
Age 30-50
 
Age>50
7 %
Nationality - Percentage
France - 7 %
Male
Female
 7 %
Age 30-50
Age>50
7 %
Nationality - Percentage
Denmark - 7 %
Male
Female
 7 %
Age 30-50
Age>50
7 %
Nationality - Percentage
Total 100 %
Male
64 %
Female
36 %
Age 30-50
36 %
Age>50
64 %

Employee classes

Note: Employee differentiation is necessary for DNV GL, as each class has different employment regulations.
A – Permanent employee:
C – Contract:
S – Subcontractor:
X – Extraordinary:
A – Permanent employee:
DNV GL has the responsibilities of an employer and the employee is on DNV GL’s payroll
C – Contract:
Same as ‘A’ but time limited: Personnel with a defined contract end-date. The contract is typically for over one year
S – Subcontractor:
Consultants, long-term hired. Paid by invoice only.
X – Extraordinary:
Temporary personnel: paid either by invoice or by DNV GL. Examples: summer temps, maternity leave cover, seasonal workers, graduates.

Employees by gender

Employee class
Female
Male
Total
Employee class
A
Female
4 654
Male
10 505
Total
15 159
Employee class
C
Female
194
Male
359
Total
553
Employee class
S
Female
1 068
Male
4 057
Total
5 125
Employee class
X
Female
387
Male
556
Total
943
Employee class
Total
Female
6 303
Male
15 477
Total
21 780

The proportion of female employees was 31% at year end, and the proportion of female managers is now 22%.

Employees by age group

Age Group/Employee Category
Cat A
Cat C
Cat S
Cat X and Total
Age Group/Employee Category
Under 30
Cat A
1 839
Cat C
143
Cat S
628
Cat X and Total
529                 3 139
Age Group/Employee Category
30-50
Cat A
9 860
Cat C
285
Cat S
2 209
Cat X and Total
220                 12 574
Age Group/Employee Category
Over 50
Cat A
3 460
Cat C
125
Cat S
2 288
Cat X and Total
194                 6 067
Age Group/Employee Category
Grand Total
Cat A
15 159
Cat C
553
Cat S
5 125
Cat X and Total
943                21 780

Employees by employee level

Note: Legacy DNV employees only, the data is not yet available for legacy GL employees as they have not been fully harmonized into the DNV GL career model.
Management Level
Empl Class A
Empl Class C
Total
Management Level
Non-Manager
Empl Class A
8 554
Empl Class C
251
Total
8 805
Management Level
Senior Management
Empl Class A
25
Empl Class C
 
Total
25
Management Level
Middle Management
Empl Class A
1 011
Empl Class C
5
Total
1 016
Management Level
Junior Management
Empl Class A
738
Empl Class C
6
Total
744
Management Level
Grand Total
Empl Class A
10 328
Empl Class C
262
Total
10 590

Salary

Ratio of base salary between men and women by grade at significant locations:

Ratio of base salary

Country
Grade
Female
Male
Country
China
Grade
04
Country
 
Grade
05
Female
1 %
Male
-16 %
Country
 
Grade
06
Female
-6 %
Male
8 %
Country
 
Grade
07
Female
-2 %
Male
1 %
Country
 
Grade
08
Female
-1 %
Male
0 %
Country
 
Grade
09
Female
8 %
Male
-1 %
Country
 
Grade
10
Female
10 %
Male
-3 %
Country
 
Grade
11
Female
52 %
Male
-3 %
Country
Netherlands
Grade
04
Female
-9 %
Male
7 %
Country
 
Grade
05
Female
-6 %
Male
2 %
Country
 
Grade
06
Female
0 %
Male
0 %
Country
 
Grade
07
Female
-4 %
Male
0 %
Country
 
Grade
08
Female
-5 %
Male
0 %
Country
 
Grade
09
Female
-13 %
Male
1 %
Country
  
Grade
10
Female
-10 %
Male
1 %
Country
 
Grade
11
Female
-5 %
Male
0 %
Country
 
Grade
12
Female
 
Male
 
Country
 
Grade
13
Female
-29 %
Male
6 %
Country
Norway
Grade
04
Female
0 %
Male
0 %
Country
 
Grade
05
Female
-2 %
Male
3 %
Country
 
Grade
06
Female
-2 %
Male
2 %
Country
 
Grade
07
Female
-3 %
Male
2 %
Country
 
Grade
08
Female
-1 %
Male
0 %
Country
 
Grade
09
Female
0 %
Male
0 %
Country
 
Grade
10
Female
1 %
Male
0 %
Country
 
Grade
11
Female
1 %
Male
0 %
Country
 
Grade
12
Female
2 %
Male
0 %
Country
 
Grade
13
Female
0 %
Male
0 %
Country
 
Grade
14
Female
5 %
Male
-1 %
Country
 
Grade
15
Female
2 %
Male
0 %
Country
United Kingdom
Grade
04
Female
-2 %
Male
3 %
Country
 
Grade
05
Female
0 %
Male
-1 %
Country
 
Grade
06
Female
1 %
Male
-1 %
Country
 
Grade
07
Female
-3 %
Male
1 %
Country
 
Grade
08
Female
-2 %
Male
1 %
Country
  
Grade
09
Female
-5 %
Male
1 %
Country
 
Grade
10
Female
-5 %
Male
1 %
Country
 
Grade
11
Female
-24 %
Male
1 %
Country
 
Grade
12
Female
-21 %
Male
1 %
Country
United States
Grade
04
Female
0 %
Male
1 %
Country
 
Grade
05
Female
0 %
Male
0 %
Country
 
Grade
06
Female
-2 %
Male
1 %
Country
 
Grade
07
Female
1 %
Male
0 %
Country
 
Grade
08
Female
0 %
Male
0 %
Country
 
Grade
09
Female
-3 %
Male
1 %
Country
 
Grade
10
Female
-2 %
Male
0 %
Country
 
Grade
11
Female
5 %
Male
-1 %
Country
 
Grade
12
Female
-2 %
Male
0 %

Germany not included as a significant location as the compensation harmonization has not been completed and data is therefore not sufficient to report.

Evaluation of the management approach

No trends have been observed which should indicate that DNV GL does not meet its obligation related to diversity and equal opportunities.  Further, none of the reported compliance cases were related to discrimination or sexual harassment.  Turnover is lower than average for female employees and older employees. The number of female managers is increasing, and a relatively large percentage of the participants in the senior management training are female.  This should enable future growth in the number of female senior managers.  DNV GL finds the above positive.