Background and working methodology
Tratec Norcon is a leading supplier of control systems for industry, municipal engineering, transport, offshore and marine. Tratec Norcon's products include SCADA systems, process automation, operational control, SRO, machine control, tunnel monitoring and alarm systems. Our engineers specialise in both HMI and PLC programming.
Tratec Norcon is part of the Tratec Group, which is a Norwegian industrial group. The group was founded in 1996 and currently has over 500 employees in 4 companies.
The gender equality report is based on section 34 of the Equality and Discrimination Act, which states that women and men in the same organisation shall receive equal pay for the same work or work of equal value. Companies with more than 50 employees are obliged to conduct a salary survey every second year. The analysis is carried out to verify whether the company currently fulfils the requirements of legislation and agreements.
The figures used in the analysis are taken from our payroll system for 2025. The analysis is based on a salary overview of all positions, specifying subject area, job title, job level and gender. Some analyses also take into account individual responsibilities and competence requirements. The positions are divided into different specialisms, with the main distribution within managers, engineers, skilled and unskilled workers and administration.
Most employees are on fixed salaries with individual salary setting. There are some hourly paid employees. Due to the small number of hourly paid employees and the fact that everyone has stated their total annual salary, separate analyses of permanent and hourly paid employees have not been carried out.
Part 1: State of gender equality
Gender balance:
There are a total of 85 employees in Tratec Norcon, of which 77 are men and 8 are women. "We are in a male-dominated industry. It is difficult to find qualified female employees, especially skilled and unskilled labour and engineers. The table below shows the categorised gender balance:
| Category | Number of women | Number of men |
|---|---|---|
| Managers with personnel responsibility | 1 | 8 |
| Project and programme managers | 1 | 17 |
| Engineers | 3 | 44 |
| Skilled and unskilled labour | 1 | 8 |
| Other support functions | 2 | 0 |
| In total | 8 | 77 |
| Category | Temporary employees (women/men) | Part-time employees (women/men) |
|---|---|---|
| Number of | 0 women / 2 men | 1 woman / 1 man |
There are two people in temporary positions, one is an apprentice and one is in a project position until 31 December 2025.
Salary mapping
The law stipulates that salary surveys may not be published if there are fewer than five women per occupational group. In Tratec Norcon there are 8 women in total and it will therefore not be possible to anonymise a comparison between salary levels between the genders in Tratec Norcon.
Based on an overall impression of the analysis, which has been carried out internally, we have concluded that the salary differences between men and women are low, where equal work results in equal pay regardless of gender. By analysing the salary differences between women and men in the areas of managers, managers with personnel responsibility, project and technical managers, engineers, skilled and unskilled workers and other support functions, we have seen that the salary differences between women and men in Tratec Norcon are low. Based on the analysis performed, we cannot identify any clear differences between women's and men's salary levels.
Naturally, there are differences in salary levels based on the type of position, responsibility and exposure, but not of such a nature that it can be described as a skewed distribution based on gender or other external causes. The company has a predominance of men, approximately 90% of the employees are men. This is also reflected at management level, where 100% of the management team are men. The head of HR and administration, who is a woman, is now part of an expanded management team and we have a woman in project and technical management.
As of today, Tratec Norcon has 3 women on the board. 1 of the women in Tratec Norcon is also a member of the Tratec Group Board. Tratec Norcon works actively to equalise the gender balance in the company. It is our general impression that we emphasise offering equal terms for both genders in terms of pay and conditions. This means that neither gender nor other external factors appear to be of any significance in determining salaries. The differences that do exist seem explainable based on the positions' area of responsibility and the employees' experience background.
Part 2: Our work for equality and against discrimination
Tratec Norcon has an active approach to working for gender equality and against discrimination. We focus on our (especially female) employees who are out on site and that our environment (departments in Tiller, Farsund and Vennesla) should be a good place to be regardless of gender or ethnicity. Work on gender equality and anti-discrimination takes place both consciously and unconsciously at strategic level and lower down in the organisation.
Vision: «Together we create value»
Extract from our Code of Conduct: «we focus on providing a healthy and safe working environment with equal opportunities and treatment for all»
AMU is an important arena that works to ensure a fully responsible working environment in the organisation. Here, the leader serves for 1 year at a time and the leader alternates between the employee representative and management. We are working towards ensuring that our procedures and our employee handbook equalise and take care of all our employees at all times.
Policies, procedures and standards for equality and anti-discrimination
- Company vision «together we create value»
- All Tratec Norcon employees are responsible for contributing to a good and productive working environment and behaving in a way that strengthens internal cohesion and creates trust and respect internally and externally.
- Gender equality work is anchored in the company's strategy, vision, ethical guidelines, procedures and personnel handbook.
- Tratec Norcon has guidelines for whistleblowing, which also apply to unacceptable conditions within equality and discrimination.
- Through our work in AMU, work environment surveys and employee appraisals, the work environment is mapped. The results are evaluated and measures are implemented where there is a need for improvement.
How we work to ensure equality and non-discrimination in practice
Recruitment:
The company is committed to ensuring that recruitment processes are carried out in a professional and thorough manner, where diversity and gender equality are important. The company shall, at all times, consider whether diversity and discrimination should be specified in job adverts that are posted. The technology industry is male-dominated, making it challenging to attract female applicants. The company focuses on what can be done to attract more female applicants to the advertised positions we have at any given time. However, Tratec Norcon is clear that competence is the first priority in any recruitment.
Salary and working conditions
At Tratec Norcon, all employees shall have equal conditions for equal work, regardless of gender. The company is committed to offering competitive and stimulating pay and working conditions in order to recruit, develop and retain well-qualified employees and managers. Employees' salaries are determined individually on the basis of an objective assessment of expertise, skill, performance and the position's area of responsibility and work. This assessment shall not discriminate on the basis of gender.
Promotion and development opportunities
Tratec Norcon wants to offer employees opportunities for personal and professional development. This is a topic in employee appraisals and is also discussed in the management team.
Working environment - whistleblowing procedures
TQM is the company's notification centre. All small and large incidents and suggestions for improvement are entered here. What is reported is regularly reviewed by the HSE manager and forwarded to the responsible employee. The physical conditions in the workplace are reviewed in connection with annual health and safety rounds, and any need for adaptation and follow-up is recorded. Measures are implemented afterwards.
Organisation and opportunities to combine work and family life:
Tratec Norcon wants to ensure that employees in all positions are able to combine work with family life. Guidelines have been drawn up for flexible working hours. Employees have the opportunity to use a home office by agreement with their manager.
How we work to identify risks of discrimination and barriers to equality
Tratec Norcon works consciously and unconsciously to investigate risks of discrimination and equality through:
- Employee appraisal
- Working environment survey through BHT (occupational health service)
- Social gatherings
- Employee representatives
- Physical conditions (equipment, furniture and tools)
- Procedures, practices and requirements in the Employee Handbook and procedures (e.g. working hours, criteria for pay or how meetings are conducted)
- Notification procedures
The company has mapped the following risks of discrimination and obstacles to equality:
The company has grown considerably due to a high level of activity, and expects continued growth in the coming years. Employees who interact and work closely with third parties may have a higher risk of being exposed to sexual harassment. Working alone can be an increased risk factor. Social settings at work or business travel can be a risk factor, but we have no indications that this is an issue in Tratec Norcon.
The company does not have any clear guidelines against harassment and discrimination. We currently have a document, the Code of Conduct, which addresses how we want to promote a safe working environment based on equal treatment of all employees regardless of gender, etc. We are working to put in place separate guidelines for this in 2026.
Further work on gender equality and non-discrimination
Tratec Norcon believes that it would be appropriate to take a closer look at whether there are currently policies or procedures that may have an indirect or direct discriminatory effect or inhibit career opportunities for individuals. The company also wants to ensure that the guidelines against harassment and discrimination are more widely known among employees.
Measures that may be relevant
- Establish policies against harassment and discrimination.
- Improve ethical guidelines. Work towards having a separate whistleblowing procedure that will apply in the company and not at Group level.
- Review and possibly change various routines and practices.
- Write more inclusive job adverts.
- Review routines in connection with, in particular, women on construction sites.
- Comply with the statutory obligation to investigate and map, analyse, implement measures and assess results annually.
Expectations for the work ahead
Tratec Norcon shall work for increased equality and against discrimination based on gender, pregnancy, maternity or adoption leave, caring responsibilities, ethnicity, religion, belief, disability, sexual orientation, gender identity, gender expression and combinations of these grounds. The work shall (as a minimum) include the following areas:
- Recruitment
- Salary and working conditions
- Promotion and development opportunities
- Organisation
- Opportunities to combine work and family life
- Preventing harassment, sexual harassment and gender-based violence
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