In DNV, we work with diversity in terms of age, gender and nationality. The strategy for 2006-2010 has the ambition that management teams reflect the diversity of DNV’s employees.

DNV’s Strategy states that ‘To release the potential which exists in the organisation, diversity in terms of nationality, age and gender shall continuously be in focus. DNV shall aim to increase the number of female managers as well as the number of local managers versus expatriate managers in countries where there is an imbalance. It shall be a goal in the strategy period to strive towards diversity in all management levels to reflect the composition of the workforce.’

Diversity can be thought about in terms of nationality, gender and age, but also professional background, work preferences and personality. So why focus on diversity? It enhances customer relations and increases sales to minority-culture clients. It contributes to better use of talent, and improves attraction and retention of employees. It also improves a group’s creativity and quality in problem solving. Studies show that diverse groups may require more effort in the beginning, but that they outperform homogeneous groups over time.

Female managers
DNV will not use quotas and positive discrimination measures to increase the percentage of female managers. However, it is necessary to effectively expand the diversity of the pool from which potential senior managers are chosen. This female mentoring programme is one effort to do so.

International female mentoring programme objectives:

• Increase the number of female managers likely to take a manager position at senior management level
• Enable female managers to pursue their leadership ambitions through support, building a network and tools
• Increase awareness among senior managers of the female leadership potential
• Establish networks across gender, geographical, and business area borders

Recruiting local managers
DNV has in many places traditionally had western managers in management teams. Recently there has been a great effort to develop and recruit local managers. The effect from this process has been extremely positive. Local employees with manager ambitions now see clearer career opportunities for them. DNV sees that this is increasing motivation and retention of local talent.

For the latest numbers on diversity, please referr to the Annual Report.