Annual report 2022 - Report - Page 29
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Initiatives
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24 weeks paid parental leave
In 2022, we extended the option of paid parental leave for men
and co-parents from 12 weeks to 24 weeks. This supports the law’s
aim of equal treatment, and provides greater flexibility for families.
It can also advance the goal of more women in management in the
long term, by giving them the opportunity to share family
responsibilities more evenly with their partner, and thus a better
framework for prioritising their careers as they wish.
Parental leave network
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Lawyers
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Horten wants to ensure that employees on parental leave each
have the opportunity to maintain the ties to the workplace that
they desire. The network also gives employees an opportunity to
discuss parenting and career-related matters with colleagues in
the same life situation. The external facilitation ensures new
perspectives are brought to life on parental leave, such as on
competencies acquired during leave and opportunities for
planning working life. Through this initiative, Horten will learn
more about what we need to be able to offer employees who are
on parental leave or have recently returned, so we continue to be
an attractive workplace for our employees with young children.
The parental leave network is a supplement to the pregnancy
coach that Horten’s employees have had the option to make use
for a number of years. The coaching offer was extended in 2021 to
also apply to men and co-parents on parental leave, and ran for its
first full year in 2022.
29 Annual Report 2022
Horten’s new parental leave network kicked off in autumn 2022.
Everyone at Horten, regardless of gender, who is commencing,
currently on, or returning from parental leave, is given the chance
to participate five times a year. The network is facilitated by
Natalia Rogaczewska from Værdbar, a company which specialises
in handling parental leave. This is an important initiative that can
improve our ability to recruit and retain talent, thereby
strengthening our competitiveness.
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Partners
Focus on unconscious bias
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The work of breaking down unconscious bias in the company is
one of the measures that can help ensure inclusive leadership and
professional recruitment that gives access to a wide pool of talent.
We therefore drew inspiration in 2022 from two external speakers,
who helped the board and support staff management better
understand what unconscious bias means for the way we make
decisions.
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Another measure is Horten’s HR department giving attention to
the choice of words in job advertisements, to ensure these have
broad appeal and are neutral in relation to gender, background,
etc. Our next employee survey will also have engagement and
inclusion as important topics.
Network for women lawyers
Horten’s internal network for female lawyers aims to give younger
female lawyers female role models, and motivate female lawyers
to create a career that is ambitious and sustainable in the long run.
A number of inspirational presentations are held in the network.
The most recent topic on the agenda was ‘Women and rhetoric’.
Women
Men