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With a truly international workforce representing many nationalities, Odfjell sees diversity as a source of innovation, strength, and resilience. We strive to build inclusive teams that bring together a wide range of skills, experiences, perspectives, and backgrounds. Our aim is to foster a workplace where everyone has equal opportunities to thrive and contribute. We place particular emphasis on increasing gender diversity, especially in maritime roles that have traditionally been male-dominated. Our goal is clear: achieve a minimum of 30% gender representation at all levels by 2030. As of 2024, women made up 34% of the workforce at our Bergen headquarters. To reach our ambitions, we have implemented policies and initiatives that promote gender balance, inclusive recruitment practices, and equitable career development. By embedding diversity and inclusion into our culture, we strengthen our organization and reflect Odfjell’s identity as a forward-looking global employer.

Odfjell is committed to respecting and upholding human and labor rights across all operations, both onshore, at sea, and in our value chain. This commitment forms the basis of our relationships with employees, suppliers, and affected communities, and is embedded in our code of conduct and human rights policy. The code of conduct establishes the principles governing all aspects of our business, emphasizing high ethical standards, respect for human rights, and compliance with applicable laws. The human rights policy builds on these principles by explicitly addressing issues such as forced labor, child labor, and human trafficking. These policies align with leading international frameworks such as the UN Guiding Principles on Business and Human Rights and the International Bill of Human Rights. We apply a structured human rights due diligence (HRDD) process based on OECD. This includes identifying, preventing, and mitigating potential adverse impacts on people through continuous monitoring and stakeholder engagement. A core part of this is the annual human rights impact assessment (HRIA), which informs our risk assessments and action plans. The HRIA has concluded that the risk of exploitative labor within Odfjell’s direct operations is low, due to strong recruitment practices, local oversight, and internal controls.

Odfjell invests heavily in the growth and development of its people, offering training programs for both seafarers and onshore staff. These initiatives are designed to enhance skills, support career progression, and ensure that employees are equipped to meet evolving operational and regulatory requirements. Digital learning platforms make training more accessible, enabling employees worldwide to participate in courses and programs. Leadership development and succession planning are also key priorities, ensuring that Odfjell continues to build a strong, capable, and engaged workforce for the future.