Focus on inclusion and diversity provides a competitive advantage for companies
Ensuring an inclusive and diverse work environment is an important task for companies, and this is something we take seriously. Littler Norway is part of Littler, which has long worked actively for diversity and inclusion, both internally and by assisting clients in their work.
Littler's diversity initiatives have won several awards. We are proud to collaborate with and learn from a business with this type of commitment to inclusion and diversity, and stand behind Littler's global standard:
“At Littler, fostering diversity and inclusion is critical to our firm’s success now and in the future. Just as it has been for more than 75 years, diversity and inclusion will remain at the core of who we are and what we stand for”.
An inclusive and diverse work environment provides good conditions for creating a non-discriminatory work environment. Diversity in the workforce, with the different perspectives and experiences this entails, also provides a better basis for innovation.
By reflecting and understanding the customers and the reality the companies communicate with, among other things by the employees mastering different languages and having different cultural understandings, provides an important competitive advantage in the battle for the customers.
In addition, a diverse workforce and broad recruitment provide access to the best workforce. Focus on diversity and inclusion, and a conscious relationship to how diversity can best be utilized and developed, is in our opinion a great strength.
Inclusion and diversity is a corporate social responsibility. In addition, legislation in the field of labour law places certain requirements on companies' work for inclusion and diversity, and this is something we are aware of in advising our clients.
The purpose of the Working Environment Act is, among other things, to ensure equal treatment in working life, to facilitate adjustments in the employment relationship related to the individual employee's prerequisites and life situation, and to contribute to an inclusive working life, cf. the purpose provision of the Act section 1-1. The Act also stipulates, among other things, requirements for the individual enterprise to be set up for employees of both sexes, cf. section 4-1, and requirements for facilitation for employees with reduced working capacity, cf. section 4-6.
The law also stipulates that access roads, sanitary facilities, work equipment, etc. as far as possible and reasonable shall be designed and arranged so that employees with disabilities can work in the company, cf. section 4-1. This requirement applies not only to companies that employ employees with disabilities, but also to companies without such employees. The provision thus has a direct impact on the job opportunities for groups that are dependent on certain physical conditions at the workplace.
The Working Environment Act and the Equality and Discrimination Act prohibit discrimination, among other things due to political views, age, gender, pregnancy, ethnicity, outlook on life, disability, sexual orientation, gender identity and gender expression, cf. the Working Environment Act section 13-1 and the Equality and Discrimination Act chapter 2 and 5.
The prohibition of discrimination applies to all aspects of an employment relationship, including when announcing a position, in the employment process and for pay and working conditions. The prohibition against discrimination in an employment process is also emphasized by the Gender Equality and Discrimination Act establishing a prohibition on obtaining certain information in such a process, for example information about an applicant's pregnancy, religion, ethnicity and disability, cf. section 30. The Gender Equality and Discrimination Act not only prohibits discrimination, but also has as a general purpose to promote equality, including improving the position of women and minorities.
We at Littler Norway have good insight into the legal issues that may arise in the extension of the obligations set by legislation in the field of labour law with regard to companies' work for inclusion and diversity.
Merete Furesund, who is a partner in Littler Norway, is also a member of the Norwegian Association of lawyer’s Inclusion and Diversity Committee. The Committee works to increase knowledge and understanding of the value of a more inclusive and diverse working life as part of the company's social responsibility. The Committee works to promote inclusion and diversity in working life, among other things with regard to ethnicity, sexual orientation and functional ability, for real equality between the sexes in working life, and against discrimination, harassment and bullying.
Contact Merete Furesund or your regular contact person in Littler Norway for more information on how you and your company can best comply with the requirements for inclusion and diversity in the enterprise.
