Corporate Social Responsibility (CSR) Reporting for Fred. Olsen Renewables AS
The following information covers the calendar year 2019.
The targets for Health, Safety, Environment (HSE) are defined in our HSEQ Policy statement:
We are committed to be recognised as a leading organisation for Health, Safety, Environment and Quality (HSEQ) management
We are committed to the protection of personnel, the environment, and equipment. In fulfilling this, we will establish and maintain a safe and healthy work environment
We are committed to eliminate hazards and reduce risks through the use of systematic risk assessments as an integrated part of our work
‘Think first – Act safely’ is our motto. Every effort is made to ensure the safety of our personnel and protection of the environment and material. We have a zero incident goal – we believe that all accidents can be prevented. Through risk awareness and well implemented risk management systems, we establish and maintain consistent work procedures and processes. All hazardous activities are subject to risk assessments.
All incidents and near misses, regardless of severity, are reported and logged in our SharePoint database system. Actions are taken to prevent similar occurrences from happening again. Regretfully, in 2019 we experienced three medical treatment incidents at our sites.
Emergency exercises are programmed for all wind farm locations. Such exercises typically entail a rescue or emergency scenario which is played out at site with trainers/observers. The emergency response arrangements locally are tested while the exercise may also include control centre and off-site managers for evaluation. Plans and arrangements are revised after the exercise is de-briefed.
A corporate risk register is used to track the priority areas for the business and to take the right assurance and mitigation steps.
Sickness absence in the UK is noted as an average of 0,06 days per employee per year for 2019. Two short-term absence has been experienced. In Scandinavia the sickness absence rate for 2019 is 0,44 days per employee per year for short term absence and 1,23 days per employee per year for long term absence. In total it is noted an average of 1,23 absence days per employee.
Equality and Discrimination
The Chairman of the Board is female. The other 3 Board members are male.
The direct workforce can be described as follows in 2019
The Group aims to be a workplace with equal opportunities, offering challenging and motivating jobs to all personnel, regardless of nationality, culture, religion or gender. It is the Group’s policy to conduct business in accordance with the letter and spirit of the law and with the overriding ethical standards of good business conduct including non-discriminatory behaviour. On the corporate level we emphasize the respect for human rights and ethical behaviour including the zero tolerance for corruption. With regard to workers’ rights and social aspects all employees may be part of a union.
The composition of genders within the Group reflects the available recruitment base for the industry, which traditionally has a higher proportion of men. However, the Group’s policy is to offer equal opportunities for male and female applicants and efforts are made to attract female employees. There is full pay during maternity leave and the company is also striving to implement flexible solutions by providing laptops and home office solutions.
To date, no concrete initiatives with regard to discrimination have been implemented. Notwithstanding, the importance of ethical behaviour is prominent and discussed at various meetings during the year as well as at annual review meetings. Our Code of Conduct also highlights the importance of not accepting any discrimination or harassment.
The Company is pleased to report that total generation for 2019 exceeded 1.7 TWh. This equates to more than 700,000 tonnes of CO2 saved from the atmosphere and around 360,000 homes supplied with carbon free energy.
There were no reported environmental spills to ground of oil or other substances in 2019. It should however be noted that a transformer kiosk caught fire on one of the wind farms, resulting in release of smoke from burning oil to the environment.
From the first presence on site the Company has planning conditions to observe. These planning conditions are extensive and ensure that construction work is implemented with due care to the environment. These planning conditions have all been executed at the construction projects under way through 2019.
Wind farm operations involve activities with limited potential risks to the external environment. The Group is however focused in its approach to the environment and continuously strives to reduce the use of hazardous chemicals and materials, to minimize negative effects and to seek alternative products to safeguard the environment.
For all operational sites there are ecology plans in place to monitor resident and migrant wildlife. This informs the moorland management plans for those sites where this is applicable. The Company sets up Community Funds in the UK in time for the start of operations at each wind farm location. These
are levied at rates based on installed capacity and are payable annually. The money is distributed through community councils for improvement projects and other schemes that benefit people living locally.
Ethics and Rights
The company has a zero tolerance for corruption related to any parts of our business.
The requirements of the Bribery Act in the UK have been translated into policies which help to deter corruption either toward the Company’s customers or from the Company’s suppliers in the UK.
A system for confidential whistleblowing exists should any employee become aware of anything in their working life which they deem unacceptable.
A Data Protection Officer has been appointed in the UK to maintain a focus on the Company’s obligations under the Data Protection Act.
A Code of Conduct has been developed which applies for all companies within the group. The company operates in line with the relevant legislation and strict authorization levels are implemented at all business centres to ensure transparency and control throughout the whole organization. The Code of Conduct safeguards a uniform standard of behaviour. It provides guidance to actions and decisions for all personal acting for our companies including areas as Business Ethics and Human Rights.