Statement of equality and non-discrimination 2025

1. Introduction

Equality means facilitating equal opportunities and rights for all employees, regardless of gender, cultural background, ethnicity, disability, life situation, gender identity or expression, religion, or sexual orientation. No one should experience harassment, discrimination, or limitations to their freedom based on who they are, and everyone should have the right to be themselves.

Jotron consists of a diverse group of people, which strengthens our ability to develop the products, solutions and services required by customers and society.

2. State of gender equality

At the end of 2025, Jotron AS’ headquarters in Norway had a workforce consisting of 147 men and 58 women, representing 28.3% women. This is an increase from 2024, when the share of women was 27.4%. Men therefore remain the majority, particularly in technical roles.

This distribution aligns with industry patterns in engineering-driven companies, where technical positions traditionally attract more men.

2.1 Women in leadership and board positions

Jotron has actively worked to increase the proportion of women in leadership and governance.

• Corporate management: 7 women, 10 men
• Managing Director: woman
• Board of Directors: 4 women, 4 men

2.2 Types of employment

• Part-time employees: 6 (3 men and 3 women), all voluntary
• Temporary employees: 7 (6 men and 1 woman), of which 5 are apprentices or students

All part-time positions were voluntary, indicating that part-time work at Jotron is not linked to gender differences or limiting workplace conditions.

2.3 Parental leave

• 6 men and 4 women took parental leave
• Average absence: 10,5 weeks

2.4 Sick leave

• Total sickness absence 2025: 3,54% (down from 4,19% in 2024)
• Women had 1,26 percentage points higher absence than men

The difference between genders aligns with national trends; no workplace-related causes have been identified.

2.5 Pay equality

Jotron uses a structured wage system developed with employee representatives. Positions are placed in job levels 10–19 based on competence, problem-solving and responsibility.

The figures presented in this section are based on the 2024 wage analysis. Pay equality metrics are not subject to mandatory reporting in the 2025 cycle, and the 2024 data is therefore reproduced here for background information only.

Table: Overall wage gap: 4.3% in favor of men
 

The overall pay gap is primarily driven by gender distribution across job categories. Engineering roles - where men are strongly represented - have higher salary levels than administrative roles, where women are more represented. Annual analyses confirm that no unexplained pay gaps exist within job levels.

3. Our work for equality and against discrimination

Jotron works actively, systematically and preventively to ensure equal opportunities and prevent discrimination.

Equality data is collected annually from HR systems, wage reviews, employee surveys and internal assessments. Risk evaluation is performed in alignment with the Equality and Anti-Discrimination Act.

3.1 Survey in inclusion

An evidence-based survey conducted in 2024, with participation from 153 employees (82% response rate), measured inclusion across six dimensions. The results showed strong levels of inclusion overall, with particularly high scores on accommodation of different religions, ethnicities and cultural backgrounds (4.56), and for sexual orientation and gender identity (4.33). Accommodation of employees with illnesses or disabilities received the lowest score (4.09), though still clearly positive. These results indicate strong foundations but also highlight potential barriers related to disability or chronic illness accommodation.

No equivalent inclusion survey was conducted in 2025. Jotron plans to repeat this assessment in autumn 2026 to track developments over time and identify new improvement areas.

4. Main objectives 2024–2026

1. Developing a clear strategy for diversity and inclusion
2. Increasing gender balance across all levels
3. Enhancing diversity in recruitment
4. Improving leadership competence on diversity management

4.1 Developing a clear diversity and inclusion strategy

The company will carry out an assessment of barriers and opportunities related to diversity across the entire Jotron Group. A strategy will be developed, including goals and action plans. The vision and objectives will be communicated throughout the organization to ensure shared understanding and accountability.

4.2 Increasing gender balance at all levels

The technology sector traditionally has a male majority, which is reflected in Jotron.

Jotron works to:

• ensure gender-neutral job advertisements
• highlight female engineers internally and externally
• collaborate with schools and universities

These initiatives have already contributed to increased visibility of female role models and improved interest among female candidates, although gender balance within technical fields remains a long-term challenge.

4.3 Enhancing diversity through recruitment

To reflect society and attract broader talent, Jotron:

• states openly that diversity is desired in all job ads
• ensures at least one candidate from an underrepresented group is interviewed
• offers language courses
• runs cultural integration initiatives

Jotron is also strengthening the recruitment process through structured interviews and bias-reducing procedures to ensure equal assessment of all candidates.

4.4 Improving leadership competence on diversity management

• The company implements leadership development programs with focus on:
• cross-cultural communication
• inclusive leadership practices
• understanding of legal requirements and rights

Jotron will continue to monitor the implementation of leadership training to ensure relevance and effectiveness.

This report is required by Norwegian authorities, and therefore the data and analyses presented are primarily based on the status and conditions within the Norwegian part of the Jotron Group.