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EMPLOYEES AND THE WORKPLACE
CREATING A CULTURE OF OPPORTUNITY
Jotun’s most important asset is its people. To retain talented team members, and ensure they fulfil their
potential while supporting the Group’s strategic business goals, Jotun invests in creating a dynamic internal
labour market, rich in opportunities.
Jotun is committed to a culture of organic growth. The Group
aims to fill key positions internally, wherever possible, while
ensuring that existing and prospective employees see Jotun as
a desirable workplace, one where career advancement isn’t just
possible, it is encouraged.
We want employees that expect and target personal and
professional development, growing in engagement and
commitment to Jotun as we deliver opportunities that help
them, and the Group, prosper in the global marketplace.
Jotun’s focus on Mobility and Leadership are cornerstones of
our efforts.
DYNAMIC DEVELOPMENT
Global Mobility is key to sharing expertise, developing new
perspectives and building a stronger, healthier and increasingly
competitive international enterprise.
In 2017 Jotun has continued to strengthen its programme,
boosting the number of employees on short-term assignments,
mobile workforce placements and international assignments.
The Group’s processes have been standardised to enhance
efficiency, while increased diversity has been encouraged.
Job mobility has also been in focus, with regional mobility
resources introduced in each region to ensure local managers
can offer employees opportunities across new roles, companies
and functions. This facilitates and supports greater movement,
directly benefiting operations and individuals, while appealing to
a new generation of employees who appreciate such a flexible
and progressive work environment.
LEADING THE WAY
Jotun recognises that effective leadership is essential in
achieving the Group’s global business objectives. In an
international organisation with over 1 700 managers, it
is critical that we create the structure, programmes and
processes to support a leadership pipeline that develops
people and drives sustainable success.
In 2017 Jotun worked to ensure that its newly revamped
Leadership Expectations initiative was rolled out effectively
across the organisation, communicating not just what we
expect from our leaders, but how they can achieve it. Local HR
managers were tasked with ensuring leadership is now firmly on
the agenda at management meetings, creating a regular forum
for discussion and development, while a tailor-made leadership
assessment tool has been launched to select management
candidates and further develop skills.
Leadership is a priority for managers, with dedicated workshops,
Academy initiatives, Leadership development reports and
organisational surveys ensuring concept integration throughout
Jotun. In addition, the Group has worked to encourage broader
diversity with the leadership pipeline, with greater gender,
nationality and cross-functional representation.
GLOBAL MOBILITY CONTRACTS
Number of employees 2011–2017
200
150
50
2011 2013 2015 2017
100
0