Diversity goes beyond gender, and it goes beyond age and nationality. It is about all people, all backgrounds, all phases of life. It is about ethnicity, experience, educational background, age, competence, culture, point of view, sexual orientation, religion, disability, political opinion, national extraction and social origin. It is also about different perspectives and diversity of thought.
Inclusion puts diversity into action by creating an environment of belonging, respect, and connection. We strive to provide a safe and inclusive workplace for all, where uniqueness is valued, and everyone is treated with respect. Diversity is the mix – inclusion is making the mix work.
We strive to foster an organization that values diversity, equality and collaboration – and a working environment where employees are valued for their uniqueness, where they can contribute. We seek to develop diverse and inclusive teams of people with a broad range of skills, experience, perspectives and backgrounds.
Gender equality analysis and reporting
Odfjell complies with the requirements of the Norwegian Equality and Anti-Discrimination Act §26. The gender equality analysis and reporting for Odfjell Management AS and Odfjell Maritime Services AS are presented in the table below. In accordance with the regulation, data is not disclosed for groups with fewer than five individuals.
Both permanent and temporary employees on Odfjell’s payroll are included in the overall analysis. However, temporary and part-time employees (whether voluntarily or involuntarily part-time) are not represented in the tables below, due to group sizes being below the disclosure threshold.
For shore-based employees, we utilize a job architecture comprising over 20 levels, grouped into four broader categories: Business Support, Professionals, Frontline Management and Senior Professionals, and Executive & Leadership. The gender pay gap is calculated based on the average annual basic salary and benefits for full-time employees.
The table below shows the average income of women as a percentage of the average income of men at each level, based on full-time positions. The calculation includes basic salary and benefits (both cash and non-cash).
| Employee group | Women’s earnings as % of men’s | Total number of employees |
| Executive and Leadership |
Not disclosed – |
22 |
| Frontline Management and Senior Professionals | 90% | 40 |
| Professionals | 91% | 92 |
| Business Support | Not disclosed – fewer than 5 men |
16 |
| Total | 66% | 170 |
The overall gender pay gap reflects the current composition of the workforce, where a larger proportion of men hold senior-level positions. For two of the four workforce levels, women earn approximately 90–91% of what men earn in comparable roles.
For seafarers managed by Odfjell Maritime Services AS in Norway, wages are tariff-regulated through Collective Bargaining Agreements and salary levels are linked to specific positions, ensuring equal pay regardless of gender.
Additional gender and diversity insights
- Board of Directors of Odfjell SE: 50% female
- Executive Management: 100% male
- Odfjell Management AS (HQ, Bergen): 66% male / 34% female (unchanged from 2023)
- Odfjell Maritime Services AS (Seafarers, Bergen): 85% male / 15% female (87%/13% in 2023)
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SHE Index Norway based on 2024 data: Ranking 31 out of 50 participants (48th out of 66 in the previous ranking based on 2023 data)
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SHE Index Score based on 2024 data: 71 points (up 5 points from previous year)
- Parental Leave:
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At Odfjell Management AS, male employees took an average of 12 weeks of parental leave. Fewer than five female employees took parental leave in 2024; thus, detailed data is not disclosed.
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At Odfjell Maritime Services AS, fewer than five employees of each gender took parental leave in 2024; hence, data is not disclosed.
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