Our values are at the heart of our people and company culture, defining the way we work and how we relate to others.
One of the challenges we face is related to the system for attracting, selecting, signing, and onboarding new people, as we plan to escalate our annual rate of hiring from 120 new employees to more than 1,000 in the future. In addition, the labor market is highly competitive in the type of qualifications and experience that FREYR requires. Acquiring this key talent serves as an additional critical challenge for us.
To meet these challenges, we have begun constructing a Prospect Pipeline – a key part of our strategy. Within this pipeline, FREYR and potential candidates can start interacting. Prospects are presented with relevant information about FREYR and they are asked if they have the potential to make a powerful contribution to the energy transition, in terms of their experience, talent, and values. The objective is to build a large cohort of qualified and motivated prospects who are ready to apply when relevant jobs are posted.
In addition to front-loading the Prospect Pipeline, FREYR is building an in-house talent acquisition team, which works in collaboration with external partners to provide a seamless candidate journey. This team increased the number of applications per job, while simultaneously implementing new systems, tools, and processes.
Our CEO, Tom Einar Jensen, often states in regular all-hands meetings that “FREYR is about you!” Our success is entirely dependent upon our people, their efforts, and their steadfast commitment to our business objectives, as well as FREYR’s purpose to decarbonize transport and energy systems.
Our last employee survey, the average employee ranked our performance related to engagement and satisfaction very favourably and in line with our previous survey results. This illustrates a high degree of engagement and job satisfaction, and we will continue to focus on building a culture where people thrive.
Human capital development
We aim to attract and retain the industry's most skilled employees – people who see opportunities and have the competence to excite our customers, and to possess market-leading interdisciplinary competence. To do so, we must facilitate continuous learning and personal development in a work environment that is characterized by diversity, high ethical standards, employee well-being, and strong professional engagement.
Our approach to learning and development is inspired by the 70-20-10 model, which places the emphasis (70%) on on-the-job learning, with 20% learning based on interaction with others, and the remaining 10% from formal learning. This is central to our learning culture and is dependent on successfully designing work to optimize on-the-job learning.
In 2022, we implemented our Learning Management System. This was a key milestone on our journey to creating a learning culture. Employees completed more than 800 hours of learning in the second half of 2022. This number doesn’t include our external learning activities, such as the learning and development opportunities with 24M, our technology partner in Boston.
Human Capital Development Policy
This enables us to:
- Promote and adhere to our values in everything we do.
- Recruit, retain, and develop employees with high competence and desired behavior.
- Design an inclusive, value-creating, safe, and diverse work environment that values consideration for each other, openness, communication, flexibility, and work-life balance, and provide equal opportunities.
- Provide a safe and secure work environment that promotes well-being and high commitment.
- Build a great place to work and learn, where employees are encouraged and supported to perform and develop in line with the Company and their personal ambitions.
- Provide fair and equal treatment regarding remuneration, benefits, and rewards.
- Maintain written documentation of the determination of compensation and benefits for employees, including part-time and temporary workers.
- Respect and promote internationally recognized laws and standards of human rights and labor rights, including the right to form association and bargain collectively and the right to privacy in the workplace.
- Commit to a workplace free of child labor and the use of forced labor.
Diversity, Equity, and Inclusion
FREYR is constantly seeking a healthy and respectful gender mix, and we encourage talents of different ethnicities, cultural backgrounds, and professional experience to join our global team. We do this because we believe that Diversity, Equity, and Inclusion (“DEI”) are key building blocks in ensuring a sustainable culture, which is integral to our future success. To support our DEI ambitions, FREYR has developed and introduced specific and targeted DEI policies. Our Diversity, Equity, and Inclusion Policy commits us to:
- Remove barriers to equal opportunities in the way we advertise and recruit for our roles.
- Create an inclusive workplace culture free of bullying, harassment, victimization, and unlawful discrimination that recognizes and values individual differences and the contributions of employees by:
- Providing equal training, career development, and promotion opportunities to employees (our Learning and Development Policy) and documenting the performance management process.
- Providing equal pay to our employees regardless of gender identity and/or expression (our Compensation and Benefit Policy).
- Providing education and awareness on DEI so that employees understand the responsibilities they hold in making everyone feel included. Informing all staff that they, as well as their employer, can be held liable for acts of bullying, harassment, victimization, and unlawful discrimination in the course of their employment against fellow employees, customers, suppliers, and the public.
- Taking seriously complaints of bullying, harassment, victimization, and unlawful discrimination of employees, including reporting, and resolving such acts in accordance with our Bullying and Harassment Policy.
- Monitoring and disclosing progress objectively by setting DEI goals and ensuring fair and accurate reporting by:
- Regularly assessing the risk of discrimination.
- Implementing actions and monitoring progress to foster continuous improvement.
- Monitoring and disclosing key characteristics of employees, where legally possible, to help drive awareness and accountability.
- Continuously educating ourselves on the history and current issues facing many of our employees, through frequent pulse surveys, and updating our DEI policy when needed.
Pay and benefits
We believe that by stimulating employee motivation, as well as loyalty to our values and our Company, we will deliver better results. In terms of compensation and other employee benefits. Read more here.