TONO shall be a workplace characterized by inclusion, respect and integrity. We shall facilitate a working environment free from discrimination, harassment, bullying and bullying. This means that all employees treat each other, and everyone we meet through our work, with dignity and respect.
We do not tolerate discrimination based on gender, pregnancy, parental leave, caring responsibilities, ethnicity, religion, beliefs, disability, sexual orientation, gender identity, gender expression or age. TONO expects all employees to contribute to a safe and inclusive work community.
Part 1: State of gender equality
Employee distribution and gender equality goals
TONO aims to ensure full equality between women and men. This means that there should be no discrimination based on gender in matters such as salary, advancement and recruitment. At the end of 2024, TONO had a total of 75 employees. Of these, 64 were employed in permanent full-time positions, 3 in permanent part-time positions and 8 in temporary full-time positions. None of these positions involved involuntary part-time work. The gender distribution among employees at the end of 2024 was 46 women and 29 men, which corresponds to 61% and 39% respectively. This marks an increase in the proportion of women compared to 2023, when women accounted for 53% and men for 47% of the employees.
The management team, however, has had a positive development towards better gender balance. At the end of 2024, the management team consisted of 12 people, divided into 8 men and 4 women. This corresponds to a gender distribution of 67% men and 33% women. In comparison, 75% of the managers were men in 2023. The change from the previous year shows a development towards better gender balance in management.
TONO's board consists of eleven members. Of these, there are two members from each of the group associations NOPA, NKF, MF and two independents. Employees are represented by three members. The board's representatives are elected at TONO's annual meeting for a period of two years, with overlapping election periods. Employee-elected board members are elected by TONO's administration through an anonymous election every two years. TONO follows the Cooperative Act's requirements for gender representation, which means that each gender must be represented by at least 40% on the board. In 2024, the board consisted of 5 women and 6 men.
Parental leave
In 2024, few employees in TONO took parental leave. Due to the low data base, we do not divide the average by gender. The average number of weeks of parental leave in TONO at the end of 2024 was 12,5 weeks. The schemes are designed so that both women and men can take leave with full pay, and TONO places great emphasis on supporting both parents' right to use these.
Among our measures for equality are guidelines for parental leave with full pay for both men and women.
Sick leave
HSE work in TONO is systematized through the Working Environment Committee (AMU), in which management and employee representatives participate. Sickness absence work must be addressed in at least two meetings each year: one in the Working Environment Committee (AMU) and one in a forum with employee representatives, HR and management. In 2024, sickness absence was 5,07%, a decrease from 5,43% the previous year. Sickness absence is followed up and reported to the board quarterly, for information and assessment of developments. Follow-up is carried out in line with the provisions of the Working Environment Act. TONO's guidelines for sick absence describe the division of responsibilities and follow-up routines, where the HR manager has the main responsibility.
Wage differences (total and per level)
In TONO, salaries are determined individually and on an objective basis, based on the requirements of the position and the employee's job performance. Salary differentiation should be as fair as possible, by assessing tasks, responsibilities, attitudes, qualifications, seniority and results. TONO wants to be competitive as an employer and the final compensation should reflect the individual's contribution to the company. At the end of 2024, the average gross monthly salary for all female employees, including managers, was kr 63,500. The average gross monthly salary for male employees, including managers, was kr 75,565. The higher average salary for men is due to the fact that the proportion of men in management positions was higher than women in 2024. Excluding management positions, men in permanent positions in 2024 had an average salary that was 5,5% higher than women's.
We are aware that at least every two years, wage differences at different job levels or groups, as well as wage differences overall in the company and gender distribution at different levels, should be mapped and reported. However, for TONO, this is challenging to implement in a meaningful way. Our wage policy divides employees into four job categories and three different wage levels. One of the levels has a clear majority of employees. At the other three levels, the number is so low that we cannot show figures without risking indirect identification of individuals. The job categories are:
In addition, such reporting would give a misleading picture of pay differences, because variations in pay are largely due to individual agreements and competence requirements, not systematic differences between genders. We therefore consider it inappropriate to publish these figures, but we monitor developments internally and ensure that pay is set according to objective criteria.
Part 2: Work on equality and discrimination prevention in TONO
Principles and procedures for gender equality
TONO's salary policy describes the principles we base our remuneration on. In line with this, the salary policy should contribute to predictability and fairness for all employees, while providing managers with a good tool and supporting our comprehensive personnel policy. We emphasize equal pay for work of equal value, regardless of gender, and work purposefully for full equality between women and men.
The salary policy is developed in collaboration between management, employees and shop stewards, based on the organization's values and desired culture. It should be flexible enough to enable competitive salary determination, so that we attract and retain the right expertise. At the same time, it should be adaptable to changing economic conditions. Furthermore, it is important to us that the salary policy is well known among employees and contributes actively to the strategic development of the business.
The salary system also includes competitive schemes for sick pay, pension and insurance compared to similar companies. We encourage internal recruitment, which we see as a key part of competence development. The annual salary negotiations are carried out from March to June, with the participation of shop stewards, the CEO and HR.
To ensure a safe and inclusive working environment, we have established a Code of Conduct that clarifies our expectations for respectful and professional behavior. The guidelines include zero tolerance for discrimination and harassment, and provide employees with information on how to report objectionable conditions. All employees are made familiar with the guidelines, and new employees sign upon employment. This is an important part of our work to prevent discrimination and ensure equality in practice.
Mapping the risk of discrimination and barriers to equality
As part of the systematic work on the working environment and engagement, TONO conducts annual pulse measurements. TONO's pulse measurements and employee surveys map sickness absence, gender balance and salary statistics, and form the basis for targeted improvement measures. This is a key measure to reduce the risk of discrimination and ensure equal opportunities for all. In 2024, we conducted performance reviews with all employees. To ensure uniform practices, separate templates are used, while salary reviews are held separately with a dedicated form adapted for the purpose.
In 2024, TONO achieved certification as a Great Place to Work for the second year in a row. The employee survey showed increased satisfaction compared to the previous year and confirmed that the working environment is perceived as good and robust. At a time when many companies are reporting declining employee satisfaction, this is a particularly pleasing result that strengthens our efforts for well-being and engagement. The certification is awarded to companies that achieve at least 70% positive responses in the employee survey.
Among the questions that are particularly relevant to this report, we achieved very good results:
- Employees are treated fairly regardless of sexual orientation – 100% agreement, a positive development from 98% the previous year.
- Management acts honestly and ethically in its business conduct – 100% agreement, a positive development from 95% the previous year.
- Employees are treated fairly regardless of cultural or ethnic affiliation. – 99% agreement, a result we continuously work to maintain and strengthen.
The surveys have been crucial in identifying areas for improvement, and we have implemented concrete measures to follow up on the findings. Among other things, it emerged that employees want more opportunities for skills development – something we are now prioritizing in our future work. This is followed up with employee and development discussions every quarter and regular one-on-one meetings between managers and employees.
TONO also has an anonymous whistleblowing channel that ensures that both employees and external parties can report discrimination, bullying or other objectionable matters without fear of reprisals. No whistleblowing was recorded in 2024. Many employees find that the threshold for reporting concerns or problems is low, which helps ensure that any challenges are handled early and do not develop into formal whistleblowing cases.
Based on these results, we have not implemented any specific measures in collaboration with the shop stewards to ensure equality and prevent discrimination in the past year. The findings indicate that we have a robust and inclusive working environment, but we are monitoring developments closely and will involve shop stewards if the need for further measures arises.
Measures to promote equality and combat discrimination
TONO has a lunch offer for employees that allows them to choose the desired dish from a varied selection. All dishes are clearly marked with regard to pork, gluten, nuts and the like, making it easy to take allergies and preferences into account. The goal is to ensure that everyone has an accessible lunch offer that takes into account different needs.
Diversity, equality and mental health are areas in which our members and stakeholders expect us to take a clear role. In 2024, we continued our collaboration with the songwriting camp LOUD, which gives girls and non-binary young people the opportunity to develop as music creators, as well as with Sami Music Week, within the Sami music field. We have participated in industry dialogue and seminars on mental health as a key to a sustainable working life. We also follow the development of the membership closely. The fact that only two out of ten TONO members are women is a clear challenge, but we are pleased that among new TONO members in 2024 there was a gender distribution of 75 percent men and 25 percent women. This gives us reason to believe that developments in this area are also moving towards a more even gender balance. We want to contribute to change through the visibility of statistics and collaboration with the Balansekunst network, of which we are a member.
We found the following possible causes of risks and obstacles, and initiated the following measures:
Recruitment has been an important part of the work to manage risks and obstacles. Through conscious choices and reflection on how we attract and assess candidates, we have laid a solid foundation for strengthening diversity and ensuring equal opportunities in the business. Overall, the work on recruitment, development and culture building in 2024 has contributed to making the organization better equipped to fulfill our social mission.
In addition to the work on recruitment, a key priority for the HR department in 2024 has been the preparations for the move to Kongensgate 12. The process has involved the entire organization and has been characterized by broad participation. Universal design has been a fundamental requirement throughout the planning process, and encompasses the entire building. In addition, we have established separate toilets per floor for employees who identify as non-binary. The move provides a unique opportunity to build on a strong culture, strengthen the community and facilitate increased interaction. The preparations have been extensive and demanding, and mark the start of long-term development work.
2024 has been an exceptional year for TONO in that we are in the midst of a significant restructuring and further development process. The significant workload has meant that in 2024 we have not been able to work on measures for equality and non-discrimination to the extent we wanted. At the same time, our vision is clear: to create a new workplace where we actively build the culture we want - with particular focus on inclusion, equality and respect in the working environment.
Results and future expectations
In 2025, we continued to work on strengthening the working environment and development opportunities. Among other things:
- We continue with Great Place to Work surveys and follows up on the findings through close engagement at management and department level.
- We prioritize competence development through targeted follow-up and evaluation of our e-learning platform.
- We continue our work on inclusion and universal design in all processes.
Reflections
The work on equality and non-discrimination at TONO is a continuous process that requires systematicity, openness and a willingness to learn. We have achieved important results, such as better gender balance in the management team, lower sick leave and a strengthened culture of inclusion.
We know that this work must be embedded throughout the organization and followed up with concrete actions. Involving employees, listening to feedback and adjusting course are crucial. Experiences from the relocation process and systematic follow-up of employee surveys have shown the value of participation and insight.
Our ambition is a workplace where everyone experiences equality, belonging and the opportunity to contribute – regardless of gender, background or other circumstances.
Through openness, learning and continuous improvement, we will ensure that TONO is an inclusive and fair workplace – for the benefit of employees, members and customers.
Signed
Karl Vestli, CEO of TONO
Ole Henrik Antonsen, Chairman of the Board of TONO.