Growing our workforce diversity and inclusion
Jotun has long recognised that what drives its success is the skill and dedication of its workforce.
As one of the fastest growing paints and coatings companies
in the world, Jotun’s ability to attract, train and develop the
workforce has never been more important. To succeed in an
industry characterised by fierce competition, we must recruit
the best people from different backgrounds, give them access
to quality training, opportunities to grow their careers and
offer competitive compensation and benefits.
EMPOWERING THE REGIONS
With 87 nationalities represented within the company, Jotun
has already benefitted from diversity but is always working
to improve. In 2020, the company launched a comprehensive
Diversity and Inclusion initiative, focused on four areas: Gender
Diversity, Ethnic/Cultural Diversity, Professional Background
and Generational (age) Diversity. The initiative is consistent
with the UN Sustainable Develop Goal number 8: Promote
sustained, inclusive and sustainable economic growth, full and
productive employment and decent work for all.
Because all markets are different, Jotun has not set global
diversity targets. Rather, the company has empowered
managers to use a differentiated approach to explore
opportunities that best fit their local conditions and
challenges. We also recognise that without inclusion, diversity
loses its value. Diversity is about representation, while
inclusion is about making sure employees feel appreciated
and develop a strong sense of belonging, which increases
engagement and productivity. After all, it is when exchanges
between employees from different ages, genders, and cultural
or business backgrounds take place that the true value of
diversity is unlocked.
ACCOUNTABILITY
The Diversity and Inclusion initiative encourages managers
to attract and hire a more diverse workforce, develop diverse
leaders and ensure that their behaviour fosters inclusiveness.
In addition, regional and local management teams are required
to create action plans with relevant diversity and inclusion KPIs
that are discussed and followed up in business reviews.
To kick-start the initiative, the company arranged workshops
with all regional management teams across Jotun to make
sure that existing leaders understand the importance and
their role in driving diversity and inclusion initiatives. This
effort is consistent with Jotun’s Leadership Expectations: We
expect our leaders to serve as role models, individuals who
‘walk the talk’, lead by example and create a climate of mutual
trust and respect.
EXPANDING OUR HIRING POOL
Introduced in 2019, Jotun’s employer branding campaign,
MAKE Y/OUR MARK!, was conceived in part to help diversify
Jotun’s workforce. In addition to communicating all of the
exciting career opportunities Jotun can offer, we want to use
our own employees in the promotional material.
The Diversity and Inclusion initiative is closely linked to the
Jotun value Respect, where all Jotun employees are expected
to value differences in people, be honest and fair, follow
laws and regulations, treat others in the way they expect
to be treated and build diverse and inclusive teams across
borders, cultures and genders. While implementation is the
responsibility of Jotun leaders, we expect every employee
across Jotun to be part of creating a more inclusive culture and
develop even more inclusive practices and behaviour.
Our goal is clear: Every Jotun company will pursue and track
progress on diversity and work tirelessly to ensure inclusion in
the workplace.
More information about Jotun’s Diversity and Inclusion
initiative, is found on https://www.jotun.com/ww/en/
corporate/sustainability/diversityand-inclusion/
44 I Jotun Group Report 2020 Employees and the workplace / HR Review
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