65 Cloudberry Annual report 2022 Sustainability report measures, such as providing relevant training to build the required competence. Diversity, equity, and inclusion Cloudberry’s business rests on a desire to have a positive impact on society. Strong, ethical approach to diversity, equity, and inclusion (DEI) is an important part of this. We have a positive impact on overall DEI through our dedication to being an equal opportunity employer and encouraging DEI in the workplace. This also gives positive impact on our business, as our employees are our greatest assets. Diversity brings new ideas and perspectives to the table, and fosters innovation, development, and growth in the company. Our commitment to diversity and inclusion is intersectional and encompasses all aspects of diversity, including gender identity and expression, sexual orientation, disability, ethnicity, age, personal beliefs and religion, family leave for childbirth and adoption, and care responsibilities. We embrace and celebrate differences and believe that a diversified workforce is vital for Cloudberry’s success. Cloudberry experienced significant growth in 2022, both in terms of workforce due to the acquisition of Captiva Group, and in terms of our expanding locations. Cloudberry has 42 employees 1 representing various backgrounds and competencies from the renewable energy sector. Of these, 28 employees work out of the main office in Oslo, Norway, and five employees work out of the Karlstad office in Sweden. In 2022 we opened new offices in Sweden; Gothenburg with three employees and Eskilstuna with two employees. Additionally, through the acquisition of Captiva, Cloudberry has an office in Bern, Switzerland, with three employees. In total, the company employs 30 men and 12 women. Our approach Our commitment to equal opportunities applies to all organizational processes, including but not limited to recruitment and hiring, training and development, compensation and benefits, and leave of absence. Developing a culture of openness, respect and support is fundamental for the health and wellbeing of our employees. With a growing number of employees across several locations, it is essential for Cloudberry to work actively, targeted and systematically to promote equality and prevent discrimination in the workplace. Following the merger with Captiva Group in 2022, we have strengthened our efforts in accordance with the expectations set out in the Norwegian Equality and Anti-Discrimination Act, more specifically the Activity duty. Cloudberry practices a data-driven approach to the work on DEI, identifying potential obstacles through data-collection, and using the insights to identify measures, establish goals, and measure progress. The findings and proposed measures have been discussed and approved by the ESG committee and by the Board of Cloudberry. Our activities In 2022, Cloudberry conducted an employee engagement survey with DEI in the workplace as one of the focus areas, thus collecting insights relevant for the organization’s work with the Equality Act. An equal opportunity index was calculated based on the result of five questions covering the employees’ perceived DEI, with a score of 5.2 (6 is maximum score) in 2022. Cloudberry will work systematically to sustain or improve the score in 2023. Our commitment to equal opportunities starts at the top through our board and management team. The results of the survey and suggested measures and targets were presented at board level. The company’s Code of Conduct was updated and approved to reflect expectations from legislation, in addition to heightening the company’s ambitions related to DEI and the workplace environment. As part of Cloudberry’s effort to utilize data to make informed decisions, the company measures and compares gender balance in the organization and sets gender balance targets. In 2022, 29 % of all employees in Cloudberry are female, and the company intends to increase that share to 35 % in 2023 and a minimum of 40 % by 2025. Cloudberry acknowledges the importance external recruitment agencies play in creating a balanced workforce and aims to keep them accountable through requiring the best possible representation in the shortlisting of candidates, hence 40 percent female candidates in the first selection and female representation in following rounds. 1 The reporting covers employees and companies where the Group has more than 50% proportionate ownership. Companies not included are Enestor AS, Broentech Solutions AS and Kraftanmelding AS. See note 28 in annual report.
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