Social Responsibilities

We go beyond our company to see the bigger picture.

Coming from Hydro - no rights needed
  • Diversity

    Diversity is a strength. It allows us to think in new ways, tackle challenges from different perspectives, and discover solutions that are both effective and innovative.

  • Inclusion

    Inclusion means building a workplace where everyone feels free to be themselves, where different perspectives are welcomed, and where each person has the space to contribute their full range of skills and talents.

  • Belonging

    Belonging is about making sure every individual feels seen, respected, and truly part of the team. It's the sense that their voice matters, and that what they bring to the table is genuinely valued.

We believe that to be truly sustainable, we must look to a world beyond four walls and work to make it a reality – starting today.

Driving Decarbonisation
diversity, inclusion and belonging

Diversity, Inclusion and Belonging

Our workforce of 32,000 employees in forty-two countries includes around one hundred nationalities and is a diverse group. We believe that diverse and inclusive teams lead to higher levels of innovation, a learning culture, better customer understanding and cultural awareness, as well as higher financial results. It also makes it a better place to work. When it comes to Diversity, Inclusion and Belonging (DIB), our long-term goal is to be the mirror of our society. To achieve our ambition to create an inclusive work culture, we have a strong action plan organized around a dedicated DIB Working Group to screen our practices, increase internal awareness, and train our HR Teams and leaders. We also have two gender goals: to have 50% of our new hires be females by 2025 and reach 27% of female employees by the same year. Our focus will be on operations and sales, where gender diversity is the weakest in the building and construction sector. It means we all have the responsibility to educate the building and construction market and show how women are as capable as men to do the job. It implies working hand in hand with our partners towards a gender-aware market.

“We have different backgrounds, and we bring more collectively to the table than if we were all the same as each other”
Eivind Kallevik

Hydro President & CEO

we empower people

We Empower People

Hydro Leadership​: Based on our model Leadership the Hydro Way, we want to develop and coach our leaders towards inclusiveness and forefront mindsets, while engaging all our employees with internal communication to grow and succeed.

Succession​: We develop our next generation of employees with mentoring programs for our leaders and rigorous processes for all positions to identify critical roles and create strong succession pipelines.

Learning Culture​: We want our people to have access to all forms of new-generation training and coaching while providing newcomers with an empowering onboarding program.

Talent Acquisition​: We want to attract future talents who seek a sense of a common purpose.

the same code of conduct everywhere

The Same Code of Conduct Everywhere

As part of the Hydro Group, we follow a unified Code of Conduct across all regions. No matter where you work, human rights are upheld to the same high standard.

This means we actively support freedom of association and collective bargaining, equal treatment without discrimination or harassment, fair working conditions, and the right to privacy. Health, safety, and wellbeing are also core commitments in every location.

Social Responsibility, Diversity, Inclusion & Belonging - Frequently Asked Questions

  • TECHNAL’s approach to social responsibility focuses on going beyond the company itself to consider the wider societal impact. This includes promoting diversity, inclusion, belonging and human rights, while contributing to responsible growth across all regions.

  • TECHNAL views diversity as the strength gained from bringing different backgrounds and perspectives together; inclusion as creating an environment where everyone feels able to express themselves; and belonging as ensuring individuals feel valued and respected as part of a team.

  • As part of Hydro, TECHNAL is committed to a diverse workforce across our 32,000 employees in 42 countries, representing around 100 nationalities. The long-term goal is to “mirror society,” supported by a dedicated DIB Working Group, internal training, and active cultural development programmes.

  • Yes. TECHNAL, through Hydro, aims for 50% of new hired to be women by 2030 and to reach 27% female representation across the organisation. Focus areas include operations and sales - sectors where gender diversity is historically underrepresented in the building and construction industry.

  • Employee empowerment is driven through leadership development (Hydro Leadership), mentoring programmes, structured succession planning and a strong learning culture with access to continuous training and coaching.

  • TECHNAL follows Hydro’s unified Code of Conduct, which upholds human rights, freedom of association, equal treatment, non-discrimination, fair working conditions, privacy rights, and strong commitments to health, safety, and wellbeing across all regions.

  • TECHNAL’s supply chain is governed by Hydro’s responsible sourcing standards, which include supplier qualification, continuous monitoring, sustainability audits, conflict minerals due diligence, and adherence to a rigorous Supplier Code of Condust aligned with global human-rights frameworks.

  • We believe that diverse and inclusive teams drive higher innovation, better customer understanding, stronger learning cultures, and improved financial performance - ultimately creating healthier and more effective workplaces.

We take care of our customers