Group’s overall desire to act globally and
impact locally. ICRC focuses on protecting
human life and rights, aiding those facing
hardships or dealing with disaster, irrespective
of race, religion or ideology. Jotun works
closely with ICRC to target acute situations in
the countries where the Group has a presence.
Since 2015, the Group has also been working
with Norwegian People’s Aid, a charitable
organisation active in clearing land of mines
and Explosive Remnants of War (ERWs) from
conflict zones using specially trained mine-detection
dogs. Most of the financing for
the NPA Dog Training Center in Bosnia and
Herzegovina comes from the Norwegian
government, but the organisation also seeks
support from the private sector. Jotun has
sponsored the training for two dogs, one in
active service in Bosnia and Herzegovina and
the other being trained in Cambodia.
In addition to initiatives managed by the Group,
each of Jotun’s 47 companies are required to
allocate a portion of their revenue in support
of a local charity. In some countries, Jotun
companies provide support in response to
a specific event (such as relief for flood or
earthquake victims). In others, Jotun companies
participate in fund drives for various causes,
provides funds or paint to upgrade schools,
playgrounds, orphanages, parks and other
community sites.
8. Diversity and inclusion
The Board believes that diverse, inclusive
working environments with opportunities
for career mobility, provide benefits for all
stakeholders. Different cultural, professional,
ethnic, gender and age backgrounds give
fresh perspectives, helping the company tackle
challenges and opportunities with a more
open, informed and innovative approach.
This translates to better solutions and direct
competitive advantage. In addition, a diverse
and inclusive organisation promotes a sense
of involvement, unity and commitment, with a
desire to add value wherever possible.
Recruiting policy
Jotun’s values (Loyalty, Respect, Care and
Boldness) promote equality and value
differences in people in all countries where
Jotun operates. These values are also the
foundation for Jotun’s recruitment policy which
clearly promotes equality and stands against
discrimination.
The policy advocates an objective, robust and
fair decision-making process, irrespective of
gender, ethnicity, religion, disability, political
views and sexual orientation. This policy is
actively applied in all Jotun’s recruitment
processes and information about the founding
principles is communicated to employees
and managers through different platforms –
leadership training, Business Review sessions,
the intranet and others.
Embracing diversity
With 89 nationalities represented within the
Group, Jotun is a truly international company
with respect for differences as a fundamental
part of the corporate culture. However,
encouraging more diversity remains a priority
area for the company to develop, strengthen
and improve going forward. Jotun works to
ensure that the best candidates, regardless of
background, prosper within this environment,
while underrepresented groups are encouraged
to join and further strengthen the organisation.
In 2020, the company will include diversity
and inclusion reporting into business
reviews, putting more positive pressure on
local companies to consider all candidates,
regardless of age, nationality or gender.
Diversity is closely linked to Jotun values and
the success of our business strategy, allowing
us to tackle different segments, markets and
challenges with innovation, knowledge and a
unique strength in depth. The Board remains
committed to building on this platform,
ensuring that individual companies support
positive development, while local action plans
are tailored and implemented to continue
adding value.
Mobility and job rotation
To develop careers and lay foundations for the
next generation of company management,
Jotun encourages employees to gain experience
across segments, borders and culture. This
is achieved by the creation and promotion
of strategic recruitment, development of
competence and mobility programmes.
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Accommodating special needs
Jotun invests in human resources and
cooperates with several institutions towards
facilitating training and adjusting work
conditions for Jotun employees who, for
different reasons (e.g. health, age, personal
reasons), struggle with fulfilling usual working
commitments. When needed, cooperation
agreements are entered with relevant
institutions to promote training, internship and
work experience opportunities for people who
struggle to enter the labour market.
Addressing the gender gap
Jotun works to ensure that women are
provided with the same opportunities as
men. To ensure equal opportunity, Jotun
has implemented uniform, professional and
transparent recruitment procedures, policies,
tools and practices.
Three of eight senior management positions
that report to the President & CEO are female.
The total share of female employees in Jotun
A/S is 31 per cent (unchanged since 2018).
Of those with personnel responsibility in Jotun
A/S, 31 per cent are women (29 per cent in
2018). Globally, women count for 19 per cent
of the total workforce (unchanged from 2018).
22 per cent of the Group’s managers are
women (up from 21 per cent in 2018).
9. Future prospects
The Board recognises that as an international
company, Jotun is subject to a broad range
of both global and local market forces that
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