Discrimination is prohibited in Telenor. It is clearly stated in our Code of Conduct that no direct or indirect negative discrimination shall take place based on race, colour, gender, sexual orientation, age, disability, language, religion, employee representation, political or other opinions, national or social origin, property, birth or other status. People are entitled to be treated with respect, care and dignity. Telenor’s business practices are not sustainable unless we base relationships on basic human rights and appreciate diversity, cultural and other differences.
Since 2014, Telenor has taken systematic steps to invest in diversity – starting with gender balance. The following initiatives are part of the company’s effort to continually improve gender balance:
- Improved communication
- Engage in and/or support local initiatives
- Establishment of women networks
- Address policies
Gender balance and diversity initiatives:
- Implemented a six-month paid maternity leave policy for women employees as a minimum standard, globally. For our Asian operations, this is a significant benefit as compared to the local standard.
- Telenor has implemented WIN (Women Inspirational Network). It serves as a leadership development platform for high potential middle managers in most business units.
- Telenor has an ambition to ensure 50/50 women/men in the hiring process for leadership positions. This is made possible by the formation of People Committee, which focuses on recruitment of senior leaders.
- Significant improvement in diversity communication from top management.
- Targeted activities with the top 200 leaders, including workshops on unconscious bias awareness.
- Quarterly reviews with our business units for updates on our global and local diversity efforts in the markets.
Telenor continues its work to include and integrate people with disabilities (and migrant integration into labour force) through the Open Mind Program.