Report according to the activity and reporting obligation (ARP) 2026

Background and methodology

Tratec Teknikken AS is a technical craftsmanship company that provides services in electrical, pipe and refrigeration installations to both the private and corporate markets. We have branches in Farsund, Flekkefjord, Lyngdal and Kristiansand and have 237 employees. The company is part of the Tratec Group.

The report has been prepared in accordance with the requirements of Section 26 of the Equality and Anti-Discrimination Act, which requires organisations with more than 50 employees to work actively, purposefully and systematically to promote equality and prevent discrimination. The work on gender equality and non-discrimination is part of our systematic work within HSE and HR. The report describes the status of gender equality in the organisation and how the company works to promote gender equality and equal opportunities for all employees. The figures in the report apply at the end of the reporting year.

Part 1 - State of gender equality

Gender balance:

At the end of the year, Tratec Teknikken AS had a total of 237 employees, of whom 211 are men and 26 are women. The company operates in technical trades, mainly in electrical, pipe and refrigeration engineering. These are disciplines that have historically had a low proportion of women, which is also reflected in the industry's recruitment base.

At the same time, there has been a positive trend in recent years, with increasing interest from women applying for technical subjects and crafts programmes. This trend is also noticeable in the business, for example through apprenticeship applications and job applications, where the proportion of women has gradually increased compared with previous years. Tratec Teknikken AS works actively to contribute to increased recruitment to the industry through:

• Recruitment of apprentices
• Cooperation with schools and training centres
• designing job adverts that encourage more women to apply
• visibility of diversity through marketing and information in digital channels

Tratec Teknikken does not employ anyone involuntarily in part-time positions. Part-time work is mainly voluntary and justified by personal wishes, family situation or health conditions.

34 of 34 temporary employees are apprentices. The use of temporary positions is continuously assessed in accordance with the law. Tratec teknikken is an approved training company that places great emphasis on the apprenticeship scheme and has a significant number of apprentices in training at any given time. Apprentices represent an important recruitment channel for the industry and are also a key factor in influencing future gender balance in technical subjects.

Salary mapping

Based on an overall impression of the analysis, we have concluded that the salary differences between men and women are low, where equal work results in equal pay regardless of gender. Based on the analysis that has been done, we cannot identify any significant differences in pay between women and men in the various categories.

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, where approximately 89% of the employees are men. As of today, Tratec Teknikken has two women on its Board of Directors, and one of the women is also a member of Tratec's Group Board of Directors. It is our general impression that we emphasise offering equal terms for both genders in terms of pay and conditions. The differences that do exist appear to be explicable based on the area of responsibility of the positions and the employees' background of experience.

Part 2 - Working for equality and against discrimination

Anchoring in the organisation

The work on equality and non-discrimination is anchored in the company's ethical guidelines, procedures and attitudes. Tratec Teknikken AS shall be an inclusive workplace where all employees are treated with respect and given equal opportunities, regardless of gender, age, ethnicity, religion, disability, sexual orientation or other personal circumstances. At the same time, all employees have a responsibility to contribute to a safe and inclusive working environment.

Recruitment

Tratec Teknikken endeavours to ensure open and professional recruitment processes where competence, experience and suitability are crucial criteria. As a player in a male-dominated industry, we aim to contribute to increased diversity in the organisation. In our recruitment work, we therefore consider how job adverts, apprenticeship schemes and collaboration with educational institutions can help to attract more female applicants.

Salary and working conditions

Tratec Teknikken AS practises the principle of equal pay for work of equal value. Salaries are determined based on factors such as expertise, experience and the nature of the position. Gender should not be a factor in determining salaries or other working conditions. To verify this, we carry out salary surveys every two years in line with statutory requirements.

Development opportunities and career

All employees must have equal opportunities for professional and personal development. This takes place through appraisals, skills development and courses, as well as opportunities for increased responsibility and new roles. When assessing promotions and new roles, expertise, performance and general suitability for the role are emphasised.

Working environment

A good and inclusive working environment is an important prerequisite for gender equality. To ensure this, we work with annual appraisals that include questions about well-being and undesirable conditions, systematic HSE work and follow-up of sick leave.

Notification and handling of undesirable conditions

Tratec Teknikken AS has established whistleblowing procedures that enable employees to report unacceptable conditions, including discrimination, harassment and sexual harassment. Whistleblowing can take place through internal channels, and all cases are treated confidentially and in line with current procedures.

Further work

The company will continue to work systematically to promote gender equality and diversity in the organisation. This involves, among other things, to:

• follow the development of gender balance in the organisation
• work actively to attract more women to technical subjects, including through marketing
• ensure fair and transparent processes in recruitment and salary setting
• Maintain an inclusive and safe working environment for all employees

Gender equality efforts are part of the company's continuous work on organisational development, the working environment and corporate social responsibility.