Komplett Bank Annual Report 2020

or sexual orientation in recruitment processes and throughout the employment relationship. No kinds of discrimination or harassment is accepted. There were no reported breaches of the company’s guidelines in 2020. Komplett Bank works actively to ensure diversity and equal oppor- tunities. As a result, the Bank has over 20 different nationalities represented and a good gender distribution across departments and management levels. At the end of 2020, the Bank employed 152 persons and women account for 38.3 per cent of all staff and 39.2 per cent of all management. One of the Bank’s objectives is to ensure that both genders are represented in all management bodies. At the end of the year, 43 per cent of Komplett Bank’s board members were women, while there were two women of 10 members of the executive management team. Women and men are paid the same rate for the work they do, and employees are promoted on merits. Komplett Bank encourages a good work-life balance for all employees. To encourage women to remain in the workplace, the Bank offers flexible working and maternity policies. Of 152 employees, three are employed on a part-time basis (whereof one is female) motivated by employee preferences. Both men and women are encouraged to take parental leave. Komplett Bank offers permanent employees paid parental leave equalling 100 percent of their salary, above the statutory require- ments in Norway. In 2020, a total of 16 of the Bank’s employees took parental leave, and eight of these were men. On average women took 26.3 weeks and men 11.3 weeks. Working conditions Komplett Bank is committed to ensuring good working conditions that promote health and flexibility in order to maintain a motivated workforce. Komplett Bank conducts an annual employee survey to measure employees’ satisfaction and wellbeing at work. The survey is a feedback method based on the Job-Demand Resource model, which indicates the Bank’s ability to develop a work environment that balances requirements and resources, providing the basis for a work environment that improves command of work tasks and commitment to the organisation as such. The results of the survey provide important feedback, which is used to develop and measure changes to the work environment going forward. The annual review for 2020 indicates that the Bank’s employees are generally happy at work and considers their working environment to be good, a view which is underlined by acceptable turnover rates amongst employees and generally low levels of sick leave. Feedback from employees have entailed the implementation of a weekly newsletter, Breakfast Club meetings as well as team-level activities. The employee survey forms an integral part of the Bank’s internal control and provides a basis for implementing improvement measures as and when deemed necessary. In 2020, the sick leave was 3.0 per cent, down from 3.8 per cent in 2019. The Bank has implemented various activities and welfare ini- tiatives like boot camp, running sessions with trainer and squash, to promote an active social environment and well-being at the workplace. The Bank’s HR manager works systematically to reduce sick leave, through preventive working environment measures and close follow-ups and dialogue of employees on absence. The Bank has established a working environment committee, a cooperative body whose main function is to contribute to a fully satisfactory working environment in the Bank. The committee consists of two management representatives and two employees. The committee participates in the planning of protection and environmental work and pays attention to the development in questions regarding the safety, health, and welfare of the employ- ees. The committee held two meetings in 2020. When Norway closed 12 March 2020, the Bank implemented several measures. One was facilitating home offices to ensure business continuity and efficient operation. Komplett Bank also set new guidelines for employees, which has been continuously updated based on changes in regulations and recommendations from the authorities. The Bank has expanded the use of Microsoft Teams as a common communication platform. Company meetings and management follow-up today take place primarily via this channel. Further, the bank has established a joint morning meeting - “Breakfast Club”. This is a digital meeting, 45 minutes every other week, where internal and external speakers contribute to informa- tion and competence sharing for all employees. Furthermore, a weekly digital newsletter was established, where information and the latest news from the Bank are shared. These two measures have had a positive effect on employee motivation and well-being and will be continued in a normal situation. During the pandemic, considerable time and resources has been spent on a successful relaunch of the Bank’s values. This includes several fully digital meetings for all employees, with great feedback and commitment among the employees. The Bank has encouraged and facilitated physical activity through- out the home office period. This means, among other things, “walk and talk” meetings whenever possible. Furthermore, digital lunch training has been arranged. To ensure adequate communication and unity across the Bank, digital one-on-one meetings (approx. 28 ESG/Sustainability/CSR report 2020