2 minute read 3 Aug 2021
ey arp workshop

This is how you fulfil the employer’s activity and reporting obligation

Authors
Helga Aune

Partner and lawyer, EY Norway

Lawyer and researcher with nerdy interests in the working world and employment law. Especially committed to training and lifelong learning. Equal opportunities are human rights in practice.

Elisabeth F. Sætersdal-Walle

Attorney at Law, EY Norway

Attorney at Law with enthusiasm for legal issues that provide opportunities to create equality, justice and profitability for all parties.

2 minute read 3 Aug 2021
Related topics Law
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How to promote equality and prevent discrimination, thus fulfilling the employer's activity and reporting obligation (ARP)?

To succeed with ARP and meet the legal requirements, understanding the law and practical challenges is required in order to work systematically to secure equal opportunity. We offer assistance tailored to the needs of the enterprise.

Five good pieces of advice to succeed with ARP:

  1. Survey the enterprise's practices and be open to the existence of hitherto unknown risk areas for discrimination in the enterprise's structure
  2. Create a plan for each of the different HR areas that the law requires systematic work
  3. Appoint individuals responsible for initiating and following up on measures
  4. Set equality and diversity on the agenda – build knowledge!
  5. Include the employee representatives in the systematic work  

ARP Workshop:

We hold workshops with the relevant people from the company, such as board members, managers and persons from HR. The objective is either to start up the work with ARP or to further develop their on-going work with it.

A workshop may contain elements such as:

  • Inspiring and informative lectures from our experienced advisors
  • Good introduction to the legal requirements and obligations
  • Relevant examples illustrating the challenges and measures for the enterprise/industry
  • Reflection work in break-out sessions – start the work with identification of risks and measures
  • Report from group work
  • Conversations and advice concerning further work

We are able to contribute to your enterprise becoming better equipped to identify and survey risk areas. We assist with the structure in order to ensure that you fulfil the legal requirement for systematic work and reporting on equal status and diversity. Our consultants would be pleased to discuss specific measures that can be implemented in your enterprise. 

Contact us for a no-obligation chat about how we can support you and your enterprise in this work. Contact persons: Helga Aune and Elisabeth F. Sætersdal-Walle

Summary

Employers in private and public enterprises are obligated to work with equal status and non-discrimination. Both planning and full familiarity with the obligations are required if the Board is to comply with its activity and reporting obligation – and actually to succeed in its work with equality. EY's consultants have expertise in this and can support enterprises in this important work.

About this article

Authors
Helga Aune

Partner and lawyer, EY Norway

Lawyer and researcher with nerdy interests in the working world and employment law. Especially committed to training and lifelong learning. Equal opportunities are human rights in practice.

Elisabeth F. Sætersdal-Walle

Attorney at Law, EY Norway

Attorney at Law with enthusiasm for legal issues that provide opportunities to create equality, justice and profitability for all parties.

Related topics Law
Upvote