Gender equality statement - Metos NO
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+47 924 28 860
Gender equality statement ARP
At Metos, we work for equality against discrimination on the grounds of gender, pregnancy, maternity or adoption leave, caring responsibilities, ethnicity, religion, beliefs, disability, sexual orientation, gender identity and gender expression and combinations of these grounds.
Part 1: State of gender equality
At the time of reporting, there are:
- Total number of employees is 88, of which 20 are women (22.8%).
- The number in part-time positions totalled 4 people. Of which 2 men and 2 women.
- 1 man is on parental leave. In 2023, 1 woman and 2 men were on parental leave.
The salary differences at different job levels and groups have been mapped. The groups are categorised as follows:
- Management - Total 5 of which 2 woman
- Sales - Total 15 of which 1 woman
- Customer/Sales support - Total 15, all are women
- Logistics - Total 8 of which 2 is female
- Operational service/assembly - Total 39, all are male
- Other office functions - Total 6 of which 1 is female
The survey shows that there are no more than five employees of each gender in any of the groups. This means that there is no requirement to publicly publish the results.
The average salary for all employees in the organisation shows that women have 93% of men's salaries.
The differences revealed are relatively limited and that the discrepancies found have a natural explanation and can be defended on the basis of assessments related to experience and expertise.
The company is affiliated to the collective agreements between Virke, EL&IT and Negotia.
- Here, the Collective Agreement for ICT and Service Electronics (2022-2024 §19) and the Functional Agreement (2022-2024 §19) have their own provisions on work on gender equality.
- There are also provisions on systems for wage determination in both collective agreements
Both of these conditions ensure good gender equality work. This provides a good framework for co-operation between employees and management.
- Total number of employees is 88, of which 20 are women (22.8%).
- The number in part-time positions totalled 4 people. Of which 2 men and 2 women.
- 1 man is on parental leave. In 2023, 1 woman and 2 men were on parental leave.
The salary differences at different job levels and groups have been mapped. The groups are categorised as follows:
- Management - Total 5 of which 2 woman
- Sales - Total 15 of which 1 woman
- Customer/Sales support - Total 15, all are women
- Logistics - Total 8 of which 2 is female
- Operational service/assembly - Total 39, all are male
- Other office functions - Total 6 of which 1 is female
The survey shows that there are no more than five employees of each gender in any of the groups. This means that there is no requirement to publicly publish the results.
The average salary for all employees in the organisation shows that women have 93% of men's salaries.
The differences revealed are relatively limited and that the discrepancies found have a natural explanation and can be defended on the basis of assessments related to experience and expertise.
The company is affiliated to the collective agreements between Virke, EL&IT and Negotia.
- Here, the Collective Agreement for ICT and Service Electronics (2022-2024 §19) and the Functional Agreement (2022-2024 §19) have their own provisions on work on gender equality.
- There are also provisions on systems for wage determination in both collective agreements
Both of these conditions ensure good gender equality work. This provides a good framework for co-operation between employees and management.
Part 2: Our work for equality and against discrimination
Principles, procedures and standards for equality and non-discrimination
- Metos strives for an open and inclusive workplace that reflects the society we are part of. We want our organisation to be diverse and open to each other's opinions and views. Metos believes that a diverse and safe workplace makes us better and more robust in meeting the demands and expectations of both employees and customers.
- Our equality work is anchored in the organisation's various strategies, management, tools and guidelines.
- Consideration of equality and non-discrimination is an important part of the company's personnel and pay policy.
How we work to ensure equality and non-discrimination in practice
- AMU (Working Environment Committee) has equality and non-discrimination as a fixed item on its agenda from 2023 onwards.
- AMU (Working Environment Committee) initiates activities and measures that will be followed up in connection with ARP throughout the year.
- In terms of recruitment, the company can demonstrate a high degree of inclusion in relation to ethnicity and physical limitations. The company's employees represent 15 nationalities. In the past year, there have been four employees with facilitated work internally and via NAV and educational organisations. We are also an approved training organisation within several specialist areas.
- Metos AS has zero tolerance for all forms of discrimination.
- HR and the Quality Manager have reviewed all the organisation's guidelines in the various personnel policy areas. The survey and updates were carried out in the second quarter of 2022 and are updated on an ongoing basis.
- The company will focus on ensuring that all positions are advertised internally before they are posted publicly. And everyone is encouraged to apply for the position without regard to age, gender, disability, sexual orientation or ethnicity.
- In July 2021, an electronic whistleblowing procedure was established for reporting misconduct in the workplace, where you can report anonymously if you wish. So far, no reports have been received.
- All employees undergo an annual performance review with their manager. Discrimination will be a separate item here from 2023.
- An anonymised staff survey is conducted every 2 to 3 years. This is carried out by an external company and is reviewed/worked on at department level.
Results of the work and expectations for future work
- As a result of the survey, we implement measures where needed and continuously evaluate the work we do and the measures we implement.
- The company culture is important for promoting equality and preventing discrimination.
- The company's values and attitudes are made clear in governance documents and manuals, but it is equally important that in day-to-day operations we work to raise awareness among management and employees.
- No findings related to discrimination and barriers to equality have been identified. However, there may be unconscious or hidden discrimination or actions that do not promote gender equality
- Management focuses on ensuring that salaries are equal for men and women in the same positions with comparable qualifications in terms of expertise, area of responsibility and performance. This is regularly assessed on an ongoing basis and in connection with the annual pay settlement.
- Metos strives for an open and inclusive workplace that reflects the society we are part of. We want our organisation to be diverse and open to each other's opinions and views. Metos believes that a diverse and safe workplace makes us better and more robust in meeting the demands and expectations of both employees and customers.
- Our equality work is anchored in the organisation's various strategies, management, tools and guidelines.
- Consideration of equality and non-discrimination is an important part of the company's personnel and pay policy.
How we work to ensure equality and non-discrimination in practice
- AMU (Working Environment Committee) has equality and non-discrimination as a fixed item on its agenda from 2023 onwards.
- AMU (Working Environment Committee) initiates activities and measures that will be followed up in connection with ARP throughout the year.
- In terms of recruitment, the company can demonstrate a high degree of inclusion in relation to ethnicity and physical limitations. The company's employees represent 15 nationalities. In the past year, there have been four employees with facilitated work internally and via NAV and educational organisations. We are also an approved training organisation within several specialist areas.
- Metos AS has zero tolerance for all forms of discrimination.
- HR and the Quality Manager have reviewed all the organisation's guidelines in the various personnel policy areas. The survey and updates were carried out in the second quarter of 2022 and are updated on an ongoing basis.
- The company will focus on ensuring that all positions are advertised internally before they are posted publicly. And everyone is encouraged to apply for the position without regard to age, gender, disability, sexual orientation or ethnicity.
- In July 2021, an electronic whistleblowing procedure was established for reporting misconduct in the workplace, where you can report anonymously if you wish. So far, no reports have been received.
- All employees undergo an annual performance review with their manager. Discrimination will be a separate item here from 2023.
- An anonymised staff survey is conducted every 2 to 3 years. This is carried out by an external company and is reviewed/worked on at department level.
Results of the work and expectations for future work
- As a result of the survey, we implement measures where needed and continuously evaluate the work we do and the measures we implement.
- The company culture is important for promoting equality and preventing discrimination.
- The company's values and attitudes are made clear in governance documents and manuals, but it is equally important that in day-to-day operations we work to raise awareness among management and employees.
- No findings related to discrimination and barriers to equality have been identified. However, there may be unconscious or hidden discrimination or actions that do not promote gender equality
- Management focuses on ensuring that salaries are equal for men and women in the same positions with comparable qualifications in terms of expertise, area of responsibility and performance. This is regularly assessed on an ongoing basis and in connection with the annual pay settlement.