AS, was appointed new CEO of Endúr ASA
and the group, eective 1 October 2021.
Through this transitory period group
chairman Pål R. Olsen assumed additional
responsibilities as working chairman.
Aleksander Rød was appointed managing
director of BMO Entreprenør AS, succeed-
ing Raaholt eective 1 October 2021.
Einar Olsen joined Endúrs executive
management November 1st, 2021, in a
new position as senior vice president of
business development and controlling.
Additional resources have been added
early in 2022 to strengthen the Company’s
nancial reporting.
Personnel, equality, competence
development and diversity
Per 31 December 2021 the Group had 463
employees, the great majority of which in
full-time positions. Endúr considers it stra-
tegically necessary to carry out continuous
competence and capacity adjustments
according to the market development and
operational activities. During 2021 there
was a net decrease of 15 FTEs within the
Group, a somewhat arbitrary net eect
from the dissolutions of Endúr Industrier
AS and ØPD AS in January and February
2021, shortly followed by the acquisitions
of Artec Aqua AS and Marcon-Gruppen i
Sverige AB.
The work environment is generally con-
sidered good. Endúr has a zero tolerance
towards all types of harassment, discrim-
ination, or other forms of behaviour that
colleagues, customers, suppliers or others
may perceive as threatening or derogatory.
Endúr encourages its employees to alert
either management or employee repre-
sentatives when subjected to or witness-
ing any negative deviations in the work
environment.
The Company considers it important to
promote gender equality and prevent
discrimination in conict with the Gender
Equality Act. A substantial part of Endúr’s
operational activities, particularly in the
Marine Infrastructure segment, is com-
prised of construction-type occupations
traditionally dominated by male employ-
ees. The Group maintains a dedicated
focus on recruiting more female employees
across occupations and at all levels. The
salary for women is considered the same
as for men in similar positions. Long- and
short-term goals have been established to
help increase the percentage of women in
the Group, both in terms of employment
and in terms of management positions.
By the end of 2021, the percentage of
female employees was 10%, of which 17%
in corporate management, compared to
7.1% by the end of 2020 when there were
no women in corporate management. At
the end of both 2021 and 2020 the board
of Endúr ASA had 43% female directors.
Endúr relies on talented, experienced, and
qualied managers and co-workers. All
employees are and shall be treated equally,
regardless of ethnicity, nationality, sexual
orientation, gender, religion, or age. Equal
opportunities are oered for development
and promotion to management positions.
Endúr remains convinced that diversity
benets the Company’s business, provides
access to a wider range of talent and
ensures better and wider understand-
ing of customers, suppliers, and other
stakeholders. Dierent perspectives drive
innovation and growth, which is why Endúr
endeavours to recruit and develop people
of dierent ethnic backgrounds, ages and
genders. To the extent possible, Endúr
tries to implement working conditions ena-
bling individuals with diminished functional
abilities to work for the Group.
SUSTAINABILITY IN ENDÚR: ESG AND
CORPORATE COMPLIANCE
ESG
Endúr recognizes the importance of secur-
ing a sustainable future for the present and
future generations. Sustainability in Endúr
means creating value through responsi-
ble business decisions that protect the
environment and contribute to the good
of society. With a focus on environmental,
social and governance (ESG) activities,
Endúr is committed to work to mitigate and
transition to the climate change challenge.
We aim to provide Marine Infrastructure
and aquaculture solutions that enable
a sustainable use of marine resources,
contribute to the development of sustaina-
ble technologies and solutions and secure
responsibility in our supply chains.
As part of the Company’s ambition to
aord our customers a unique service
provider within Marine Infrastructure and
aquaculture solutions we continue to
develop and implement a sustainability
strategy based on the UN Sustainable
Development Goals (SDG), the require-
ments in the EU Taxonomy and other rele-
vant standards. The strategy shall comprise
a basis for how to continuously improve
our sustainability impact and create value
in a sustainable manner.
Corporate compliance
Corporate compliance is a key factor to
enable sustainability in our business and is
considered a “license to operate” by Endúr.
We are committed to ensuring compliance
with relevant laws and regulations, includ-
ing human rights, as well as best practices,
to enable a sustainable business in all our
operations, including our supply chain.
The industries in which our business seg-
ments operate involve inherent compliance
risks such as bribery, fraud, and miscon-
duct in the supply chain of subcontractors.
Given Endúr’s change in strategic direction,
commenced in the second half of 2020,
and the group’s rapid growth in 2021,
Endúr initiated in 2021 a comprehensive
corporate compliance project.
The project was rst anchored by a
comprehensive overhaul and renewal of
Endúr’s governing policy documents, as
thoroughly discussed and resolved by the
Company’s board of directors. Concur-
rently, Endúr undertook a compliance
review of all our businesses in Norway and
Sweden. The purpose of the review was to
ascertain the degree to which, and subse-
quently to ensure that adequate policies
and procedures were and are in place to
address both general as well as particular
risks related to Endúr’s business activities,
and further to safeguard that all employ-
ees, suppliers and other business partners
adhere to Endúr’s ethical requirements.