The Board considers conditions related to the working environment and health to be good. The workforce is stable, and absence rates and the number of injuries is low. The management works closely, with the employee representatives, in monitoring and improving the overall working environment.

Due to increased activities, particularly in Grieg Green, Grieg Star had at year end 829 (855) employees of which 109 (90) were shore-based and 720 (765) at sea. Of the on-shore-based personnel 59 (46) were employed in Norway and 50 (44) abroad.

Health, environment and safety: Grieg Star maintains an overview of sick leave in accordance with laws and regulations. In 2019, the general sick leave for the global onshore organisation was 1.6% (1.3%). Sick leave for the Norwegian based employees went from 2.2% to 2.7% and from 0.3% to 0.4% in the offices abroad.

Records showed no (0) injuries onshore in 2019. As in the five previous years, there were no fatal accidents at sea in 2019. Still, accidents happen, and the Group repatriated 3 (4) seafarers due to injuries after accidents in 2019, while 5 (4) were sent home because of illness. Initiatives taken to reduce the number of accidents seem to have paid off. At the end of 2018, the 12-month average Lost Time Injury Frequency Rate (LTIF) was 1.72. One year later, the LTIF is 0.87. The halved number is a testament to the effect of working proactively. Instead of settling with “cleaning up” after an incident, Grieg Star has increased its focus on addressing the root cause by employing a Marine Investigator, which further leads to deep dive of maintenance routines, quality of training, inadequate procedures, lack of supervision etc. This is the constructive way to ensure a lasting improvement in safety. Part of the success is also from utilising the opportunities of digitisation. It would have been an almost impossible task to extract the essence out of historical data without it.

Besides medical follow-ups, the group encourages and facilitates participation in physical activities for its personnel to stay fit. Input from employee surveys and appraisal dialogues serve as one of many inputs to management. In 2019, this resulted in amongst other changes in ship management team set-ups, to increase internal communications, clarifying roles and responsibilities.

To Grieg Star, innovation is the key to become sustainable. That is why the Group engages in several research initiatives as the outcome may help find more sustainable ways of building and operating ships in the future. That is also why Grieg Star at the outset of 2020, has started on a path to develop its company culture into embrace thinking differently. This is based on a belief that it is the human capital that will make businesses sustainable going forward. To achieve this, investment in competence development and diversity will be essential.

Equal opportunities: Grieg Star does not accept discrimination in any form. The business operations are to be conducted based on principles of equality and respect. At year-end 2019, the land-based workforce reflected a gender distribution of 47% (46%) women and 53% (54%) men. 31% (36%) of the onshore female workforce holds management positions, and 40% (38%) within the top management team are females. Grieg Star trains female cadets for officer positions on its vessels. In 2019, 14 (14) out of the 720 (765) seafarers were women, with one (1) holding a senior management position.

Partly as inspiration from Grieg Star ranking number 18 on the SHE Index, a gender equity policy was endorsed late 2019, setting out the principles to ensure that the Group maintains a gender equity-based approach to all its operational activities. Its requirements are to be communicated internally and externally vs partners and suppliers.