Our employees are our most important resource
Every single day, all year around, our employees deliver seafood corresponding to five million meals to over 80 countries.
The Group’s key activity demands a range of skills and expertise throughout the value chain: from farming and wild catches, to sales and distribution. In the Group, we aim to create a winning culture through collaboration and synergies. Together, our companies all over the world contribute to different parts of the Group’s fully integrated value chain.
The Group aims to be an enterprise with local roots in the areas where we operate, thereby contributing to all local communities regardless of region and nationality.
Lerøy’s culture is based on our values; Honest, Open, Responsible and Creative. The Group strive to create an including and engaging work environment built on collaboration, learning and continuous development.
The Group’s goal is to be an attractive employer for both existing and potential employees.
Our values; Honest, Open, Responsible and Creative represent the foundations for all the work we do. Therefore, it is important that our employees live and identify with our values, and represent the Group as good ambassadors.
One of our main focus areas is to develop an inclusive and engaging work environment. Within the Group, we strive to build a culture of pride and openness through collaboration and learning across our fully integrated value chain. To measure this, we run an annual employee survey in collaboration with Great Place to Work.
In the future, we will continue to build our One Lerøy culture focusing on continuous development and improvement.
Lerøy is a member of UN Global Compact, Norway, and are working for human rights through our daily business.
Independent of the demand for equal opportunities for men and women, the Group has always placed decisive emphasis on individual skills, performance and responsibility in its recruitment policy and salary systems. Furthermore, the Group seeks at all times to ensures equal employment opportunities and rights for all employees, and works hard to prevent discrimination based on national origin, ethnicity, colour, language, religion or personal philosophy.
One of the company’s goals is to provide a workplace without discrimination because of disabilities. For employees or work applicants with disabilities, the company will arrange for individually adapted workplaces and work tasks where possible.
The company is an actor in a global industry and the company’s working environment changes continuously. This requires flexible employees who are dynamic and willing to learn.
The Group has established a digital channel for whistleblowing, for all our stakeholders or other external persons who wish to contact the Group, or report anything,. They can contact the Group through the Group's web pages, www.leroyseafood.com
The Group complies with the laws applicable in the different countries in which we operate. Our compensation policy means that no employee is paid less than the official national minimum wage.
ll our employees have employment contracts in which compensation is specified. Our personnel system and the presence of labour unions ensure that all employees are compensated fairly.
Freedom of association
All our employees are free to organize themselves in unions of their choice, including the right to engage in collective bargaining. The Group keeps a close dialogue with employee representatives, as well as maintaining an active cooperation between the company and employees/trade unions.
|Employees covered by collective bargaining agreements in Norway %||73||77|
|Employees covered by collective bargaining agreements abroad %||61||54,3|
|Percentage of employees with occupational injury insurance (%)||100||100||100|
|Members of trade unions (number)||1,635||-||-|
|Percentage of employees covered by collective wage agreement (%)|
|Response rate to employee survey from GPTW, Great Place To Work (%)||86||82||-|
The Group works hard to ensure a discrimination-free environment, where every employee is treated equally, independently of their gender, origin, ethnicity, skin color, language, religion or personal philosophy.
One of the Group’s goals is to provide a workplace without discrimination because of disabilities. The company will arrange for individually adapted workplaces and work tasks where possible for employees or work applicants with disabilities.
The Group has always emphasized individual skills, performance and responsibility in its recruitment policy and salary system. Furthermore, the Group at all times ensures equal employment opportunities and rights for all employees, both men and women. The Group has an international working environment and a number of our employees are from other countries. Several of our companies have multinational workforces.
In recent years, the Group has seen an increase in the proportion of woman in previously traditional "male-dominated" occupations, such as aquacultureand wild fish. We see the same trend in different study directions for the seafood industry. This will lead the way for a better balance in the future.
Lerøy finds that the gender balance is positive for the psychosocial work environment. In recent years, the Group has seen an increase in the proportion of women in the companies, and aims to increase the proportion of women further in the coming years.
|% Male||% Female||% Male||% Female|
|Board of Directors||57||43||57||43|
|Managers with personnel responsibilities||80||20||-||-|
The Group will initiate a project in 2021 that will assess any measures to increase the proportion of women.
The Group has established a digital channel for whistleblowing, which is a secure electronic system that allows the employees to remain anonymous.
Whistleblowing is initially processed by an independent third party and further follow-up is coordinated by the Group's whistleblowing committee.
As an employer, the Group has a responsibility to develop and maintain our human resources, as well as attract and hire employees with the right competence to solve future challenges.
We are committed to ensure training and development at all levels and offer unique and interesting career opportunities for our employees. We will advertise internal career opportunities and encourage increased internal mobility.
Number of employees who participated in training activities and courses in 2020: 4 485
The Group focuses on forward-looking and clear management based on the Group’s values and business strategy. Our managers shall lead by example, create direction and focus on achieving results jointly. In 2020, the Group implemented tools and development programs to ensure that our managers is accountable and skilled in their role.
The Group operates in a global industry that requires employees who are dyna mic and willing to adapt and learn. By facilitating formal and informal learning areas, our employees will have the opportunity to take responsibility for their own learning and development, and are encouraged to work in various areas and positions in the Group.
We have a close cooperation and knowledge sharing with various educational institutions, such as universities and colleges. In addition, we cooperate with students at Bachelor, Masters and PhD level.
The Group finds great value in recruiting young people and graduates into the industry for the future. We offer apprenticeships, summer vacancies, internships and trainee positions. It is important for the Group to have people from different backgrounds and with different types of education.
Training and further education
|Employees who took part in training initiatives (number)||4,485||3,489||-|
|Percentage of training focusing on HSE (%)||12||-||-|
|Percentage of training as external courses (%)||62||-||-|
|Percentage of training as in-house mandatory courses (%)||5||-||-|
|Percentage of training in local language (%)||1||-||-|
|Percentage of other training (%)||21||-||-|
|Employees who have received language lessons (number)||100||35||-|
|Percentage of employees who have received training in business ethics (%)||100||100||100|
|Certificate of apprenticeship achieved with employer (number)||49||105||-|
Information on our employees:
|Data||Employees, total (number) in the Group||Employees, total (number), Norway||Employees, total (number) International||Total % in the Group|
|Employees, total (number)||4912||3567||1345|
|Own employees, total (number)||4366||3418||948||88,88 %|
|Hired labor, total (number)||546||149||397||11,12 %|
|Male (own employees)||2902||2373||529||-|
|Male (hired labor)||218||96||122||-|
|Female (own employees)||1464||1017||447||-|
|Female (hired labor)||328||53||275||-|
|Male (full-time employees)||2819||2267||552||-|
|Male (part-time employees)||301||202||99||-|
|Female (full-time employees)||1376||902||520||-|
|Female (part-time employees)||416||170||202||-|
Full-time employee – An employee employed on a direct employment contract with Lerøy which defines all terms and conditions of the employment relationship.
Hired Employee – An employee temporarily employed for a fixed period of time (for instance a season) from a recruitment agency. The hired employee has a direct employment contract with the recruitment agency.
Lerøy predominantly use hired labour in periods where we experience high work load, for instance during the cod (Gadus Morhua) season which begins in January and lasts until the end of April each year. Hired employees perform the same work and have the same workload as our full-time employees.
All employees in Lerøy Seafood Group have a written contract of employment that set out the roles and duties of the employment.
All companies in the Group carry out HR, HSE and compliance reporting on a quarterly basis in our reporting system Emisoft Teams. Reported data is then consolidated at group level.
The Group has developed its own nonconformance system where all injuries and accidents are recorded and followed up with a root cause analysis. The Group uses these results to improve and to prevent new injuries. One of the most important things for us is to record near accidents so we can prevent injuries from occurring.
We aim to have zero workplace injuries and will never compromise on our employees’ safety.
No one wants anyone to get hurt or get sick in the workplace. It is necessary to have an overview of the risks that the business activities entail, and to do something active to prevent someone from getting hurt or getting sick.
HSE procedures and risk analyses are extremely important and allow us to organise our work so we can prevent as many work-related injuries as possible. HSE reports show our employees and their relatives that we take safety seriously.
We work within a number of HSE-related areas:
Lerøy has a high focus on reducing sick leave and works actively to prevent and follow up sick leave in the workplace.
Compliance and Business Code of Conduct
Lerøy Seafood Group (the Group) has a strict policy to promote compliance with all applicable laws and regulations.
The Group constantly determines and monitors compliance obligations related to its business activities and evaluates how these should be applied to the organization. Relevant compliance requirements are taken into account when planning, implementing and maintaining the Group’s compliance obligations as well as assessing its compliance performance.
The Group strongly believes that an ethical business culture is key for creating and maintaining a sustainable company. The Group is committed to working ethically, with integrity and always lawfully wherever we operate and with everyone we do business with.
The Group has developed a Business Code of Conduct which outlines the Group’s fundamental standards and principles for business conduct and ethics, human and labor rights, environment, anti-bribery and corruption, whistleblowing, privacy and data protection. We require both our employees and our suppliers to respect, support and comply with the Code as applicable.
The Code is complemented by the Group’s values which define our behaviors at work. In order to verify whether and to what extent the Group’s Business Code of Conduct is applied by the Group’s suppliers fill out a questionnaire which requires the suppliers to explain in detail how the Code is applied and complied with. The questionnaire addresses such issues as governance, certifications, digital infrastructure and cybersecurity, supply chain, sustainability practices and other subject specific requirements.
All employees shall be able to apply the principles laid out in the Code and have received Business Code of Conduct and Ethics training to raise awareness of and compliance by employees.
The Group has zero tolerance for corruption. Elimination of corruption has been defined as one of the priorities of the Group. Implementing anti-corruption measures is an integral part of our corporate responsibility protecting our reputation and the interests of our stakeholders.
In 2020 the Group became a participant of UN Global Compact committing to both avoiding corruption as well as developing policies and implementing measures to address corruption internally and within our supply chain.
All our employees and workers have received training on our Business Code of Conduct which, amongst other subjects, includes information on the Group’s anti-corruption policies and procedures.
All our suppliers are informed of and have to commit to our Business Code of Conduct, and they are expected to conduct their business in an ethical and manner as well as act with integrity complying with international and local anti-corruption and bribery laws and standards.
All companies within the group complete detailed compliance reporting quarterly. The reporting covers such issues as compliance breaches, data privacy and protection, business code of conduct, whistleblowing, concerns regarding customers, credit policy and other issues of concern. In case of discrepancies an appropriate action is taken. The nature of the action taken is defined by the nature and severity of the discrepancy.
The Code of Conduct is reviewed by the Board annually. It is a permanent agenda item of the first Board meeting of each year. The Code is reviewed in order to evaluate its relevance and appropriateness with regards to organizational context changes, social developments as well as feedback form relevant stakeholders.
Employees and workers as well as others who are required to respect and comply with the Code of Conduct can suggest changes and updates to the Code. If appropriate and necessary, the Code of Conduct is amended, updated or explained in greater detail in case there is a necessity for more clarity regarding how an issue should be handled or resolved.
Concerns regarding compliance and business conduct can also be reported anonymously via an independent whistleblowing channel.
I 2020 there were zero confirmed incidents of corruption and no employees were dismissed or disciplined for corruption.
There were no confirmed incidents where business partners were terminated or not reviewed due to violations related to corruption. No public legal cases regarding corruption were brought against the organization or the employees during the reporting period.
Number of Registered Corruption Cases: 0
The Group’s goal is to contribute towards improving human rights, labor rights and environmental protection within the Group, in relation to our suppliers and subcontractors, and in relation to trading partners.
Environmental aspects shall be taken into consideration throughout the production and distribution chain, from production of raw materials to sales, and shall not be limited to the Group’s own activities.
When using external suppliers and subcontractors, it is important that we inform them of our HSE guidelines and that we ensure that our safety routines are followed by external parties involved in our operations.
In situations involving employees with different languages and cultural backgrounds, it may be difficult to create a shared safety culture with good compliance. It is therefore important to ensure good communication to achieve full understanding of the prevailing safety routines.
In the Group, suppliers are an integral part of our operations and we have an obligation to ensure that our suppliers act according to the Group’s governing documents. By implementing a structured and standardized approach to supplier management, we are able to verify that our suppliers adhere to our requirements and, if necessary, initiate corrective measures. As a buyer, we have an ethical responsibility to ensure that our suppliers act in accordance with relevant laws and regulations.
Suppliers, including subcontractors, are requested to adhere to the highest industry standards, and it is a prerequisite that laws and regulations are followed. In the Group, supplier audits are a tool for developing cooperation and continuous improvement between the companies in the Group and our suppliers, and a requirement to assure compliance.
As one of the largest employers along the coast of Norway, the Group has local suppliers that are valuable contributors to our operations. We highly value the diversity in our supply chain and work continuously to develop a local presence near our operations.
As a responsible buyer, the Group has developed a risk-based approach to supplier management to assure that our supply chains are sustainable and robust. We are influenced by internal and external factors ranging from biodiversity to political risks, and we therefore analyze and focus on understanding those factors.
Supplier audits – supply chain risk management
The Group is a corporation involved in global business and working relationships with suppliers and subcontractors worldwide. The Group have more than 5 000 suppliers in Norway alone.
We have worked closely with several of our suppliers for decades, they are all familiar with our requirements.
As a Group we are aware of our responsibility to control that our supplier follow our code of conduct, have goals and work towards lower emissions, strategy and routines for HSE and Food safety.
To cope with the risk of several suppliers, and to take responsibility for working with continuous improvement with all our suppliers, the Group has developed a supply chain management system.
The system gives us:
The pilot phase of the system have now been finalized Lerøy and are launched in 2021.
KPI: Supplier evaluation