SpareBank 1 Østlandet’s operations are carried out in Norway, and are thus subject to Norwegian laws and international conventions ratified by Norwegian law.
Working Conditions
SpareBank 1 Østlandet takes employee- and human rights and basic social needs into consideration in its operations. Requirements to employee rights also apply to our suppliers.
The bank is to be an attractive and inclusive workplace for employees of all ages and in all phases of life. In addition to professional development and challenges, it is hoped that by focusing on a healthy lifestyle, active groups in the company sports club, and comprehensive annual health check-ups will all contribute to good health, greater well-being and high levels of motivation. The Bank endeavours to achieve a good balance between work, home and leisure for its employees.
SpareBank 1 Østlandet strives to avoid discrimination in all its forms. The Bank aims to achieve a working environment characterized by diversity, respect and consideration where discrimination and harassment are not tolerated. The Group makes special allowance for employees who, because of illness, reduced working capacity or for any other reason, need adjustments to their workplace and tasks.
SpareBank 1 Østlandet is an IW organisation and works systematically to prevent and follow up sick leave. Sickness absence in the bank has in general been low for several years. In collaboration with the Norwegian Labour and Welfare Service (NAV), the Bank takes in employees who need training and work experience.
Gender Equality
SpareBank 1 Østlandet strives to achieve a gender balance in different roles at all levels of the organisation, and facilitates equal opportunities through continuous personnel management- and development initiatives.
The Chief Executive Officer’s management team consists of three women and seven men. The Bank's Board consists of four women and four men, while the Bank’s Supervisory Board consists of 18 women and 22 men.
All employees' salaries are based on the duties, complexity and responsibilities of their positions and results achieved. Individual appraisals are conducted each year.
In 2016, the Board adopted a new remuneration system for the entire Group, including general principles for determining and setting salaries. All employees are entitled to an equal opportunity for salary development, and local salary supplements are made on the basis of an assessment of individual performance and contributions to the collective achievement of results over time. The Bank has no bonus schemes or special incentive schemes for managers.