Diversity at AF

AF Gruppen strives to ensure equality and prevent discrimination. We aim for an inclusive, safe, positive workplace with zero tolerance for discrimination, a clear culture of consequences, and equal opportunities for all.

Diversity as a Strategic Goal

The strategic objectives for ensuring equal treatment include achieving a gender-balanced recruitment ratio, maintaining an equal promotion rate for both women and men, and ensuring high job satisfaction among all employees. In the long term, the aim is to increase the proportion of women in salaried employment positions to 40 percent and raise the overall representation of women to 20 percent.

AF Gruppen's efforts in equality and diversity are based on four key factors:

Long-term Commitment and Clear Goals

Diversity and inclusion are included in AF Gruppen's corporate strategy, with specific goals for gender equality.

Engaged Top Management

Two representatives from AF Gruppen's executive management sponsor the "De Beste Folka" initiative, focusing on diversity and inclusion within the company. The status is regularly reported to the executive management and the board.

Continuous Measurement

Gender balance is monitored quarterly. Employee surveys, reports from occupational health services, and collaboration with CORE - Centre for Gender Research, provide data to prioritize actions.

Inclusive Measures

Various measures have been implemented to ensure equal opportunities for all. Emphasis is placed on recruitment, employee development, work environment, and awareness-raising activities.

1. First meeting with AF

Whether you are a new employee or a subcontractor, our construction projects have clear expectations and requirements for an inclusive culture. Both management and introductory courses communicate zero tolerance for discrimination and harassment. AF also has procedures in place during the hiring process to encourage diversity and prevent unconscious bias.

2. Equal opportunities

AF Gruppen strives to be a workplace free from discrimination based on ethnicity, nationality, gender, beliefs, or orientation. This covers salary, benefits, promotions, recruitment, and development opportunities. We have goals and guidelines promoting equality and preventing harassment. Our construction sites feature posters in multiple languages with inclusive messages. At AF Gruppen, everyone is equally valued.

3. Let's talk! 

Employee conversations are mandatory for all AF Gruppen companies, with notifications sent via the personnel system. Training is available for leaders on following up development plans. We offer a conversation tool to support expectations before, during, and after parental leave for all parents.

4. Continuous measurements

To implement the appropriate measures, status and development must be measured and analyzed. Employee feedback is gathered through an employee satisfaction survey conducted biennially, which includes a section on diversity. Additionally, we measure health, career development at various levels, and conduct surveys among those who leave the organization. These tools help target and refine measures. In compliance with the activity and reporting obligation for employers, an annual report is prepared to present the results of these measurements and equality initiatives.

5. Leadership training and dialogue theatre

Diversity is part of all leadership courses in AF Gruppen and has various modules tailored to where the leader is in their career. The interactive training is largely based on group discussions and dilemma training. In addition, AF regularly holds larger leadership gatherings with up to 700 leaders present, where diversity efforts are on the agenda. Dialogue theater is one of several learning methods that have been implemented with themes of unconscious bias and cultural communication.

6. Diversitas - The industry's diversity network

AF Gruppen is one of the founders of Diversitas (Norwegian site), a network focused on diversity and gender balance in Norway's construction industry. AF participates on the board of Diversitas. While individual companies can contribute significantly, sharing experiences and knowledge helps address common challenges and aims to make the industry more inclusive. Diversitas offers both digital and physical meetings, including several annual webinars and an annual inspiration day.

7. Research in gender equality 

In collaboration with nine other prominent Norwegian companies, we engaged in a three-year research project aimed at identifying barriers and opportunities for gender equality in Norway. This primary study was executed by CORE - Centre for Gender Research on behalf of the Ministry of Culture and Equality and the Ministry of Trade and Industry, and it was published in March 2022.

The findings reveal that, despite women and men having similar ambitions and professional ideals, only 16 percent of women hold profit-responsible positions. Additionally, the study confirms that domestic circumstances influence career trajectories. More than 500 AF employees, both women and men, participated in the survey, and the insights gained are actively informing our development of new diversity initiatives. The full research report is available on the social research website.

8. Motivating students through the "Take My Job" initiative

AF Gruppen seeks to be a leading employer in the industry and collaborates with colleges and universities to recruit students interested in a career with the contractor. A college tour, where AF employees discuss their workday and participate in panel debates, occurs twice a year. In the digital campaign Take My Job (Norwegian site) engineering students in Norway hear from 10 AF employees who describe their positions, projects, tasks, and the desirable qualities for their roles. The competition, named "Take My Job," encourages engineering students to explore available positions and try out the one they find most appealing. 20 winners receive practical experience, enrichment opportunities, and study scholarships.

9. Secondary School Visitor Center 

A visitor center at the Nye Tøyenbadet project provided 9th and 10th grade students in Oslo schools with insight into daily life on a construction site. PRIM (Project for Recruitment, Inclusion, and Diversity) is an initiative by Oslobygg KF in collaboration with BNL and the Oslo Education Agency. The goal is to encourage more young people, particularly young girls, to pursue construction and civil engineering subjects in high school. AF Gruppen, along with other contractors, presents role models such as young female apprentices and skilled workers who discuss their educational choices.

10. Whistleblowing Procedures and Whistleblowing 

Employees and partners are encouraged to report critical issues to a manager, line management, or anonymously through a whistleblowing committee. Ensuring safety and ease of reporting is crucial. Details on procedures and report handling are at afgruppen.no/varsling, and we offer courses in whistleblowing for employees.