Europeisk Miljøhovedstad 2019: Oslo rocker mangfold i år, og DU er invitert!

2019 er året hvor vi går fra prat til handling! Vi feirer Miljøhovedstadsåret og Kvinnedagen med å løfte blikket fra MeToo og over til banebrytende initiativer som vil akselerere mangfold og likestilling i Oslos næringsliv.

5. mars er det klart for State of the City 2019 i OsloRådhus , med et stjernelag av dyktige endringsagenter på scenen!

Møt Oslos nye næringsbyråd, Marthe Scharning Lund, sammen med Raymond Johansen, Lan Nguyen Berg, innovative ledere fra bl.a Microsoft, Nordea og EY, spennende gründere som Javad Mushtaq, Kimberly Larsen, Heidi Aven og Tobias Bæch – og kvinnen som har tatt norske SHE Index til verdens nest største marked for å akselerere likestilling i indisk shipping; prisvinnende Sanjam Gupta.

Vi er stolte av å introdusere en rekke nyheter i forkant av årets Kvinnedag!

5 Mars kl.17-19 – Hovednyheter og lanseringer under State of the City 2019:

  • Rangering av Oslos posisjon og utvikling på viktige områder knyttet til innovasjon og verdiskaping, målt opp mot andre byer internasjonalt. Basert på et tungt internasjonalt datagrunnlag, gir rapporten et verdifullt innblikk i Oslos internasjonale posisjon og utvikling. I år følger også ekstra dybdeinnsikt i hvordan Oslo presterer innen to felt; veksten i grønn økonomi, og mangfold/inkludering.
  • Oslo Business Region har gleden av å lansere en verktøykasse for mangfoldsløft i næringslivet, med MAK, Seema, HunSpanderer og SHE Community. Fra 2019 stiller Oslo Business Region krav til alle samarbeidspartnere og Oslos næringsliv om å bidra inn mot et av disse verktøyene, eller tilsvarende initiativ som fremmer likestilling og mangfold
  • SHE Community, med globale partnere EY & Microsoft, lanserer SHE Index Global, med en av verdens mest mannsdominerte næringer (shipping) og 800 indiske selskaper som første pilot. Prosjektet støttes av indiske og norske myndigheter, UN Global Compact, Microsoft, EY og en rekke av verdens største shippingselskaper (bl.a. Maersk, CMA CGM og DP World i India). Samarbeidet med India har kommet igang gjennom Oslo Business Region
  • Lansering av Diversity & Inclusion Pledge for ledere og bedrifter, ved Javad Mushtaq i MAK
  • SHE Community lanserer SHE Index SMB & Startup edition, en indeks som måler og sammenlikner bedriftenes innsats på likestilling og mangfold. Indeksen er utarbeidet etter oppfordring fra Oslo Business Region

Mangfold, miljø og fremtidig konkurransekraft!

Hvorfor styrker vi satsningen på mangfold i næringslivet? Oslo Business Region og Miljøhovedstaden 2019 har valgt ut Europas største mangfoldskonferanse – SHE Conference 6.mars – som en av hovedarenaene for Miljøhovedstadens næringslivsprogram. Det er ikke tilfeldig. Mangfold og inkludering er en helt sentral premiss for å lykkes med å nå FNs Bærekraftsmål, og bidra til fremtidens Oslo med smarte, bærekraftige arbeidsplasser som styrker byens internasjonale konkurransekraft. 

Målsetningen bak nye initiativ og krav er økt oppmerksomhet, bredere og bedre datagrunnlag og raskere endringstakt for likestilling og mangfold i Oslos næringsliv. Ved å stille tydelige krav, bidrar vi også til å skape et større og bredere marked for Oslos gründere som utvikler verdifulle løsninger og innovasjon på et område hvor Oslo kan innta en internasjonalt ledende posisjon, og være europeisk mangfoldshovedstad. Vi ser på mangfold og likestilling som et felt hvor Oslo kan lede an i eksport av løsninger og samarbeid til et internasjonalt marked.

Intervjumuligheter:

  • Byrådsleder Raymond Johansen
  • Oslos nye næringsbyråd Marthe Scharning Lund
  • Miljø- og samferdselsbyråd Lan Marie Nguyen Berg
  • Microsofts EVP for Global Partner Network, Gavriela Schutzer (Global partner med SHE Index, ansvarlig for P&L av $6.5B og leder en global portefølje som influerer over $1 trillion omsetning i økosystemet) 
  • Nordea Head of Wealth Mgt & CEO Norway, Snorre Storset og Thina Saltvedt (lanseringen av Nordea 1 Global Gender Diversity Fund) 
  • Styreleder, SHE Community, Camilla Hagen Sørli (SHE Community)
  • MD of The Perkins Fund, Founder of Broadway Angels, Sonja Perkins (Investeringer i tech)
  • Managing Partner EY Norway, Christin Bøsterud (SHE Index)
  • Professor Tim Moonen, MD, The Business of Cities (Oslos globale posisjon og rangering)
  • Javad Mushtaq, gründer – MAK (Diversity & Inclusion Pledge)
  • Sanjam Gupta, indisk shippingdirektør, likestillingsgrunder & pådriver av SHE Index India
  • Birgit M. Liodden, Director of Sustainability, Ocean & Comm., Oslo Business Region (Miljøhovedstadens næringsprogram og nye mangfoldstiltak)
  • Heidi Aven, gründer – SHE Community
  • Kimberly Larsen, gründer – Time to Riot
  • Tobias Bæch, gründer – Bakken & Bæch

Oslo Business Region, Miljøhovedstaden & partnere inviterer til ytterligere én viktig lanseringsarena kommende uke SHE Conference – Equality Matters (6 mars).

SHE satser modig, og bygger Europas største mangfoldskonferanse, som er valgt ut som en hovedarena for næringslivsprogrammet til Miljøhovedstaden 2019, med Gro Harlem Brundtland, Siv Jensen og Torbjørn Røe Isaksen, Elisabeth Grieg og ca 70 ledere & eksperter på programmet. 

Under konferansen organiserer Oslo Business Region og Miljøhovedstaden en parallelsesjon om Partnerskap for Mangfold & Inkludering, sammen med et bredt antall samarbeidspartnere fra Oslos næringsliv; Polyteknisk Forening, MAK, Næring for Klima, Maritime Oslo, WISTA Norway, Professional Women’s Network, m.fl.

Pressekontakter:

Birgit M. Liodden, Kommunikasjonsdirektør, Oslo Business Region: tlf. 951 71 389 birgit@oslobusinessregion.no

Marianna Wachelke, Komm.koordinator, Oslo Business Region: tlf. 906 21 687 mari@oslobusinessregion.no

Ninja Sandemose, Pressekontakt Byråd for næring og eierskap: tlf. 907 957 60 ninja.sandemose@byr.oslo.no

Grateful & Excited: Thank you!!

So finally we were able to reveal my new role and project this week, and I just have to thank everyone for such an amazing flood of warm and engaged feedback!

The idea of mobilizing all good forces to co-create the world’s best ecosystem for ocean entrepreneurs – with a special focus on impact/sustainability – has been a vision for 10 years. But now the role and timing was finally right.

I have missed my former life as entrepreneur, and within the Oslo Business Region sphere I feel that I can actually get to kick off an entrepreneurial project while being in a great organization. The best of two worlds…!

Just before we launched the news, I spotted a post by Richard Branson on Instagram, which I think really describes my past 6 months. It’s a great advise so I’ll share it with you:

I rested, and now I’m ready to kick ass with loads of engagement. We already received numerous enquiries from players who wants to team up and play a role in the ocean initiative- as well as some who wants to cooperate on sustainability across other sectors. I love the word of mouth effect, which will be extremely important in the collaborative work that lies ahead.

I also feel extremely grateful for the warm welcome I’ve received from the entire team of Oslo Business Region! I’ll share more in what we do and who’s who in the team later – but for now I can just say that it’s a really good group of nice, hard-working, down-to-earth guys who shares the same passion for entrepreneurship. Can’t wait to join properly!

Shipping media and social media has buzzed this week, and here’s some of the coverage. More than 30.000(!) read the press release on LinkedIn alone… And the coolest part – not a dime spent on PR agency..

Oslo & Norge: Verdens Beste Destinasjon for Havromsgründere

Tanker om havrom, bærekraft og entreprenørskap – og Norges fremtid

Næringsministeren la denne uka frem tall som viser at havnæringene bidrar med 500 milliarder fra havet, om lag en fjerdedel av norsk verdiskapning fra næringslivet. Regjeringen konkurrerer nå med opposisjonen om å være mest havnæringsvennlig. Store deler av dagens verdiskapning kommer fra petroleumssektoren. En bransje som vil møte strengere krav og større ansvarliggjøring, ettersom flere og flere land strammer til i arbeidet mot lavutslippsamfunn. Hvordan kan vi lykkes med å redusere avhengigheten fra petroleumssektoren, uten å måtte gjennom en skikkelig bakrus?

Osloregionen er blant verdens 3 ledende maritime hovedsteder, og den naturlige inngangsporten til verdens råeste havromsland – Norge! Verden over er vi kjent for globalt ledende selskaper og den mest komplette maritime klyngen du finner noe sted. I objektive størrelsesforhold er vi David i sterk konkurranse med verdens Goliater, men takket være en kombinasjon av Reodor Felgen-egenskaper, små sosiale forskjeller og utforskertrang har vi vist fantastiske evner til å opprettholde en tetposisjon mot ganske mange odds. Da er det et stort paradoks at bransjen samtidig har ligget under radaren i  vårt eget samfunn – noe som i stor grad kan forklares med at petroleumssektoren har vært dominerende i alles bevissthet; fra politiske ledere til mannen i gata. Og at folk flest ikke har noen direkte kontakt med bransjen som frakter 90% av det vi forbruker i hverdagen. Samt at bransjen delvis selvvalgt har holdt seg under radaren, og har manglet synlige, spennende, unge og ikke minst kvinnelige frontfigurer i mediebildet. Men endelig – i 2018 – begynner noe å skje…

Med banebrytende foregangsprosjekter som Røkkes REV-prosjekt, Entrepreneur Ship, Yara Birkeland og Kongsberg/Wilhelmsens etablering av verdens første selskap for operasjon av autonome skip, og spennende prosjekter fra Oslo Havn & Color Line, får vi nå internasjonal oppmerksomhet langt utenfor bransjemediene. Når Erna & co forplikter seg til å ta lead i FNs innsats for bærekraftige havromsnæringer, når New York Times skriver om Oslo Havns pilotprosjekt for fjerning av plast i Oslofjorden, når ungene i gata for lengst har skjønt at plast i havet som dreper hval, fugl og fisk er noe skikkelig dritt, når Nina Jensen går fra WWF til Røkke og Kronprinsparet forteller om sitt engasjement for miljø og hav, begynner bevisstheten rundt både problemer og muligheter å våkne i det norske folk.

Og godt er det! Med FNs bærekraftsmål og DNV GLs Global Opportunity Report har vi nemlig fått inn verdens største innkjøpsordre, og Norges beste billett til avrusning fra en usunn petroleumsavhengighet som ellers vil medføre tidenes bakrus. Med verdens nest lengste kystlinje, og verdens beste kompetanse på innovasjon og krevende operasjoner i havet, står vi ovenfor en ny tidsalder i norsk økonomi og næringsliv, på lik linje med oljeeventyret. Norge er kjent i verden som et modig annerledesland, med ledere som tør å ta grep som er forut for sin tid. Offshore vind og solenergi er nå i ferd med å utkonkurrere olje & gass. Nå gjenstår det å se om politikerne tør å være modige i sine prioriteringer fremover, og ta grep som trengs for langsiktig konkurranseevne fremfor å safe på kortsiktig stemmesanking.

Det vi nå må lykkes med, er å skape en større andel av Norges BNP gjennom fornybare ressurser fra havet!

Ledende bransjeaktører har de siste årene begynt å erkjenne at kombinasjonen av digitalt skifte, økende bærekraftsfokus og behovet for helt nye forretningsmodeller krever en symbiose mellom store selskap og sultne startups for å lykkes. FERD, Wilhelmsen, Klaveness og DNB er eksempler på aktører med lang historie som har skjønt dette. Gründerne trenger gode verktøy, testkunder, erfaringsgrunnlag og gode samarbeidspartnere – mens de store aktørene trenger risikovilje, kreativitet, evne til å knuse etablerte sannheter og stake ut helt ny kurs, og rått engasjement.

Og da mangler vi altså en kritisk faktor i havnæringenes økosystem. En faktor jeg har satt fokus på i alt mitt arbeid de siste 10 årene, fra YoungShip’s fokus på entreprenørskap siden 2009, opprettelsen av Young Entrepreneur Award i 2011 og fjorårets Disruptive Sustainability-hall under Nor-Shipping. Det havromsnæringene her hjemme mangler er et solid norsk dugnadsinitiativ for å skape verdens mest attraktive destinasjon for havromsgründere med potensiale til å forandre verden. Med Oslo som naturlig inngangsport, og i tett samspill med resten av de norske havromsklyngene langs vår langstrakte kyst.

Nå har vi verdens beste timing for å skape dette – sammen! Vi trenger involvering fra næringsaktørene, smarte insentiver fra regionale og nasjonale myndigheter etter modell fra California og Canada, kompetente og risikovillige investorer, tilgjengeliggjøring av fasiliteter for fysisk testing, fysisk cowork- og nettverksarena på tvers, samt tydelig identifisering av de viktigste uløste problemområdene fra Bellona, Zero, WWF og andre miljøorganisasjoner. Her vil aktører som Rederiforbundet, REV, Nordic Impact og en rekke andre aktører være instrumentelle. Og suksessfaktoren vil ikke ligge i et enkelt initiativ fra et begrenset utvalg aktører, men i at så mange gode krefter som mulig jobber sammen og parallelt.

Oslo har et hurtigvoksende økosystem for startups. For fem år siden eksisterte så godt som ingen co-working arenaer og huber i hovedstaden. I dag er Oslo hjemmebane for hundrevis av oppstartsselskap, og mer enn 50 inkubatorer og akseleratorer, samt nærmere 30 anerkjente innovasjonshub’er. Gjennom de siste fire år har Oslo blitt det raskest voksende økosystemet for oppstartsselskaper i Norden, i en tid da Norden leder vei internasjonalt.

Oslo er i posisjon til å ta nordisk lederskap innen bærekraftig endring. Oppmerksomheten rundt bærekraft vokser stadig i alle deler av samfunnet. Å ta del i Oslos startupmiljø har blitt nærmest synonymt med å bidra til arbeidet med å løse FNs bærekraftsmål. Gjennom å fundamentere arrangementer som Oslo Innovation Week på bærekraft, tar Oslo en foregangsposisjon. Dette styrkes ytterligere gjennom sterkt politisk engasjement fra lokale politikere, og feiringen av Oslo som European Green Capital i 2019 vil booste denne posisjonen.

Nå er det på tide å bygge broer mellom Oslos havmiljøer og oppstartsmiljøene. Vi i Oslo Business Region er klare, og inviterer alle kloke hoder og gode krefter med til ekte dugnadsarbeid og dialog for å realisere verdens mest spennende muligheter!

Bli med! Oslo – the Gateway to Silicon Fjords!

Opp igjen – Med Passion For Ocean

Etter at jeg brente ut kruttet i fjor har jeg ikke stått på en scene. Jeg har blitt kvalm, stressa og fått pustevansker bare av tanken. Å snakke foran folk har stått for meg som et mareritt, fordi jeg hadde mistet selvtilliten helt og hadde kjørt meg helt tom.

I min nye rolle skal jeg stå masse på scener og profilere Oslo, Norge og de temaene jeg brenner mest for i hele verden! Og da var det på tide å ta tyren ved hornene, komme seg opp i salen igjen – bygge ny mestringsfølelse sakte men sikkert. Og jeg tror det beste man kan gjøre da er å være åpen om at man egentlig er litt redd, usikker og nervøs. Det er jo helt menneskelig. Og så må man bare prøve igjen da – opp igjen! – som vi sier til barna.

Da kunne jeg ikke tenke meg en bedre debut enn dagens foredragsfestival på Elvebakken VGS, i regi av heltene i Passion For Ocean! Fikk bare med meg en del av programmet, men det var råbra!!! Et utrolig viktig stykke arbeid for å engasjere ungdom og bygge kunnskap om miljø- og bærekraftsutfordringer knyttet til havet.

Jeg grugledet meg til å fortelle elevene om bærekraftig shipping, og hvilken rolle de kan spille i fremtiden. Og det gikk helt fint når jeg først sto der – jeg glemte selvbevissthet og husket at jeg bare er en budbringer – temaet jeg skulle snakke om er jo det som teller. Veldig godt å kjenne det gamle engasjementet boble ved å kunne dele tanker om hvilke utfordringer og muligheter bransjen har, og hvorfor vi trenger engasjerte flinke unge folk til å utforske uløste utfordringer og bygge fremtiden sammen med oss.

Nå gleder jeg meg til foredrag for PWC neste uke, Orkanger Oljeforum i mai, og turné til Canada, Buenos Aires og Rio i juni! Tusen takk til de fine folka på Elvebakken, for en god kur mot sceneskrekk og prestasjonsangst!

Jippi!! Og husk – save the date for årets Passion For Ocean-festival; siste helgen i august! Klikk på bildet for å komme til eventet på Facebook 🙂

Water Lovers! Ocean Friendly Sunscreen❤️

Love the beach but don’t want to screw up the ocean ecosystem? Check this out! No more messing up coral reefs & seabed with chemicals from your sun lotion.

I just spoke about sustainable shipping at the Passion For Ocean lecture festival, and discovered something that will enable me to enjoy the beach with a better conscience!

Biotherm launched ocean friendly sunscreen last year, and I can’t believe I didn’t discover it until now…?! I will be changing my products ASAP and encourage you to do the same! (PS: this post isn’t sponsored- just fueled by pure excitement!!)

20 April I’m heading to the Seychelles for the African Shipowners Association’s Annual Summit. Obviously you need to cover up or wear sunscreen, and I couldn’t stand the thought of messing up the local ecosystem..

As I know this is a concern to many of you, check out this info about Biotherm’s products and their cooperation with environmental superhero Sylvia Earle!

Featured in Lloyd’s List: Sustainability & Diversity

I spent an hour of the family Easter vacation amidst sunny & snowy Norwegian mountains talking to Lloyd’s List journalist Anastassios, and you can check out what we discussed here (if you have a subscription for Lloyd’s List Maritime Intelligence).

So happy to see how maritime media is starting to increase the focus on diversity and equality- I’ll continue to use every opportunity towards the WISTA International Conference in Tromsø (23-26 October) to push this topic and the extremely important debates. Join me!

An Asset More Profitable Than Oil… #TEDtalk

Before introducing a really good TEDtalk; Did you know that Norway has made billions based on women’s participation in the labor market? Without the increase in female workers, Norway’s onshore GDP would have been 3.300 BNOK lower than it is today.

The average onshore GDP growth in our country has been around 2% annually, and around 10% of this is due to increased use of labor force. This growth primarily comes from female workers.

In other words, assets similar to the entire Norwegian Oil Fund would have been lost if Norwegian women’s labor participation was as low as in the OECD average. Recent research conducted in Norway also shows that if women worked as much as men during the past 40 years, this would have added a 2.300BNOK profit to the economy. To wrap it up; women is good business!

The world finally starts realizing that investing in women is profitable. Japan and South Korea are both at the bottom of the OECD gender equality index. And sharing some key similarities beyond geographical region; masculine cultures, negative financial development and low birth rates. Both needs to boost their economies, and look to Norway & the Nordics for inspiration on how to grow their BNP through increased inclusion of women in the workforce.

A few years ago, I shared my thoughts on innovation & leadership at the Global Woman Leaders Forum in Busan, South Korea. Leaders from across North East Asia were gathered, and I was quite surprised to realize how much focus they had on Scandinavia experiences/models, and the amount of inspiration this region found in what we’ve done in the Nordic/Scandinavian countries.

Being born during the past decades, as a woman in a developed country, is like winning a global lottery. We have access to education & opportunities our female ancestors couldn’t dream of, and hold the opportunity of choosing our own spouse – or to remain single and independent. We can change the future of our children, and of our societies. But still, there is a long way to go.

My hope for the future is that this opportunity and freedom applies for all women across the world in the future. Without thinking that my own culture is better than other cultures, it’s clear that many countries haven’t yet succeeded in achieving & realizing the potentials brought by equal opportunities. Cultural change takes time, and we need inspiration and proof representing success stories.

Hence, I think that a lot of the Nordic models and experiences on gender equality and workforce robustness can be adjusted to fit other cultures, mixed with new thoughts from across regions and serve as great inspiration for other countries (in completely different parts of the world) who wants & needs to innovate and succeed with a bigger employment rate within their societies.

And as leaders of an increasing number of countries work hard to utilize this potential, I wonder how shipping corporations can adapt the same understanding, linking gender inclusion, best practice sharing and economical growth.

Who will be the diversity champions, demonstrating increased productivity, competitiveness and bottom line results? Which male leaders will contribute in driving this change? When will it be mainstream to realize that investing in women is a good business case? If you still doubt me I would advise you all to check out an excellent diversity front runner – AliBaba! Founder Jack Ma claims female executives are his secret sauce to success.. (China is by the way doing a lot of interesting things in general when it comes to succeeding with diversity, spearheading Asia on this issue…)

With this backdrop I recommend spending some minutes watching this excellent TEDtalk by Norwegian politician Hadia Tajik.

Introduction: “Can you put a price tag on oil? Of course you can. But can you put a price tag on women? Hadia Tajik asks the important question, what is the female workforce worth to the society.”

Norway’s youngest Minister ever shares valuable insights on why and how society can capitalize on 50% of its talents. A thought-provoking TEDx talk for shipping leaders.

100 Tools for Gender Equality: No.3 – Networks & WISTA

How do you facilitate talent or diversity groups within your company or local shipping community? Too small to do anything internally, or is it too time consuming in a period where resources are strained?

Well, have your company partnered up with WISTA? Are your female executives members? Have you realized how much could be gained on succeeding with retaining and developing female staff? Today, I’ll focus on networks as a tool for succeeding with diversity.

Yesterday, Lloyd’s Academy had a webinar on gender equality in shipping, where I joined as a speaker among a group of outspoken and highly engaged female leaders. Among the topics we discussed were the importance of arenas for sharing experiences, challenges and gain motivation, across all parts of the industry.

Close to 130 participants joined, from all parts of the world. The feedback and questions coming tells me that the exact same challenges and obstacles exist everywhere when it comes to gender diversity. This isn’t unique for shipping, it’s just a basic dysfunction in our global society as a whole, a systemic error overdue for bug fixing.

But we all have to start with ourselves and our own industry, and now is the time to really roll up our sleeves – creating progressive change for the future. This change is created by us as individuals, but working together. Mobilizing through international groups is extremely powerful, and having access to the right network when you experience a tough time professionally, is key for anyone, and for keeping good people in our industry.

Thus, I want to dedicate today’s post to WISTA. I owe the Women’s International Shipping & Trading Association a lot of credit for how I’ve been given opportunities to speak out and join the industry debates. An amazing group of strong, passionate and highly competent female leaders from all corners of the shipping world, working for diversity and aiming to make the path easier and wider for the next generation.

If you don’t know WISTA, this network for female leaders across shipping, logistics & trading, covers 40 countries so far – providing a unique business platform as well as the key spokes organization and source of inspiration for female talents, seafarers and executives across the world. Over the past decade we have seen countries such as India, Sri Lanka, Morocco, UAE and Panama joining the WISTA community. I’ve heard of interest to set up NWAs in countries such as Pakistan, Egypt and Saudi Arabia, and I hope that these will kick off and be followed by others in the near future.

I’ll share my own WISTA story as an example of how the current executives push and motivate young females to develop and become visible.

I joined as a regular member of WISTA Norway back in 2009, while working for Wilhelmsen and with YoungShip. In 2012 I was awarded the WISTA Leadership Award in Norway, and shortlisted for the global price.

Shortly after, I was invited to speak in Paris, at the annual WISTA International Conference, and attended it for the first time. I was allowed to challenge a very competent and global audience on my ideas for making shipping more attractive for the next generation. It was such an experience, and I had never expected so much interest and support towards me as a young person – an industry nobody.

What I experienced (and have continued to see over and over again in our industry..), is that “who” you are and which position you’re in at the time doesn’t necessarily matter. It’s the ideas, dedication and initiatives you bring to the table that people care about. Probably because shipping is so much more to it’s people than just a job, it’s a lifestyle…

In Paris I met the American WISTA executives for the first time, and I’ve kept close relations ever since. They generously invited me to speak at their annual CMA Luncheon in Connecticut the following spring, bringing the same message across the Atlantic Ocean on the need of industry role models to ensure attracting the best people into our industry, and thereby better tackle current and future industry challenges. And there I met Roberto Giorgi, former President of V.Ships, who has been a mentor for me ever since.

The following years I’ve joined various events organized by or with WISTA branches across the world. The Netherlands, USA, Cyprus, UAE, India, Sri Lanka, South Korea, Greece++ – and this summer I’m visiting Argentina and Brazil.

As with any network, I believe your core focus should be on what you can do for others, how you can contribute. This attitude is especially important for female professionals in a male dominated industry.

I wish to be part of an industry where male and female leaders alike foster inclusiveness and deliberately use their position to share, inspire and support the next generation and promote diversity. And thus, I always aim to do the same when people seek advice or ask me to help out. This has resulted in a decade of great discussions, new perspectives and competence, since this mindset and attitude is shared by so many other fellow WISTA members.

Through the global WISTA network, we exchange experiences and advise on everything from juggling hectic worklife, business introductions when traveling, sharing leadership challenges, ideas for cooperation, inspiration, hot industry topics, recommending speakers, mentors, travel tips, and how it can be possible to manage some kind of balance between family & work. Blowing some steam at times, celebrating each other’s progress at other times. No matter what kind of obstacles I’ve faced during these years, there’s always been a fellow WISTA to contact and discuss with.

When the going gets tough, you need those who already made similar experiences.

So here’s an amazing tool for any maritime organization & leader if you realize the urgent need for speeding up your diversity efforts – team up with your local WISTA NWA.

P.S. – This year’s WISTA International Conference will take place in Tromsø 24-26 October. Check it out and sign up here:

Countdown: New Job Announcement (!)

I’m so excited!! Counting down towards starting an amazing new job, where I can use all of my passion for the ocean industries, tech, sustainability, entrepreneurs, diversity and continue mobilizing for change!

After a really tough 2017, I felt it was important with a fresh start. But it wasn’t an easy decision to leave Nor-Shipping. I felt extremely insecure on my own capabilities and perceived value with potential employers. But I also know that change is important for us as human beings, and especially that sometimes you have to let go and jump from the diving board, even though it feels scary and you don’t think you’re ready. And that’s when cool things happen!

Yet still, my self confidence was totally wrecked after hitting rock bottom. I was all too aware that I probably hadn’t been super strategic to both go public with #MeToo and being open about the fact that I was burnt out. A person told me directly that it was a really bad move career wise, and that she would never have advised me to blog about #MeToo..

But I have never made my decisions based on what might be strategic for me personally. Probably a bit naive, but I’ve always chosen to challenge, provoke and use my voice for things I believe in.

Initiating debates on key challenges and things that you think should and must change will never guarantee popularity. It will put you at risk some times. People will laugh at you, talk behind your back, try to stop you or in some cases even get angry. They will try to belittle you, especially when they don’t understand you. That has never stopped me, because those are the things worth working for, worth changing.

And I hope by God that I will never end up as one of those who primarily care about securing their position, earnings, power and title at all cost. Instead of focusing on how they can contribute towards change, common equality and keep their integrity…

But I know that business life can be tough on those who don’t try to fit in, and I know for sure that many leaders still keep old fashioned perceptions on mental health and what they perceive as “weaknesses”.

So I fully understood what I believe was meant as a genuine advice, in terms of putting my self at risk career wise by opening up on the whole burnout and MeToo shabang while I was still partially out of order..

After the press release on my departure from Nor-Shipping, I was both surprised and shocked to experience that so many of my former business partners and customers were interested in getting me onboard. That’s the ultimate compliment after having worked quite closely with several of them through a number of years.

As the release went public, I had actually decided what to do next, based on the alternatives I had on the table. But less than 3 hours later, I had received 3 new enquiries, and then a few more the following days.. Several were so exciting that I had to spend time exploring them before making the decision.

And finally, a few weeks postponed I’ve made it – and I’m so excited that I can hardly sit still..

Can’t wait to share the news after Easter… But a hint is that I will be able to contribute even better than ever before, using my voice and heart to work for something I truly believe in – and continue making a difference. Not to mention, get to work with a lot of the people & organizations that I’ve known for many years.

Happy Easter and egg hunting everyone!! Now I’m heading off to the Norwegian mountains with my two Easter bunnies🐣🐥🐇

#WomenWhoMoveTheWorld #WISTA #WomenInShipping

Seychelles & African Shipowners Summit

Hoping to see many industry friends from across the African continent as I’ll be attending the African Shipowners Association’s summit in the Seychelles! Excited to explore the current developments in energy & ocean industries across the many coastal countries.

Thank you for the invite Funmi & co, can’t wait!

And hoping to see many of the amazing female leaders from the African shipping sector in Tromsø as we gather for the WISTA International Conference end of October.. True power!

#WomenWhoMoveTheWorld #WISTA #WomenInShipping

100 Tools for Gender Equality: No.2 – Clear KPI targets

I’m super excited to hear what kind of specific gender equality targets and KPIs your company have in place! And are they linked to your bonus schemes?

We measure leaders and organizations on pretty much everything these days. We link KPIs to areas that we perceive to be critical for our financial and operational performance, representing a competitive advantage or alternatively risk exposure. Supply chain performance, environmental performance, financial performance, efficiency, quality, customer satisfaction – you name it!

We usually define these areas and KPIs primarily based on the need to create profit, (even though some spearhead companies also want to perform ethically responsibly) – and that’s the beauty of succeeding with diversity. It pays off!! So even if you don’t care shit about gender equality – educate yourself and get to work if you want to improve your financial returns…!

“Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians.” (McKinsey – Diversity Matters)

Performance-based incentives based on how you deliver on a range of specific and measurable KPI targets is quite common. But we also know that people in tend to put just a little bit extra effort into the areas that they’re measured on. Not only due to eventual bonus triggers, but also because a specific KPI targets provides a shared focus and direction from top mgt. – it’s clear for everyone what we want to achieve.

Hence, an efficient tool for an organization who wants to succeed in building better diversity, is to identify measurable KPIs on recruiting and retaining females. They could be linked to individual or collective bonus schemes, but they can just as well work based on a clear commitment from the board and mgt team – through all layers of the organization.

I’ve included some good examples of gender equality related targets and KPIs used among some maritime companies. Feel free to share other examples with me – this is not a “one size fits all” solution.

DNB: All leaders are responsible for identifying a top male and female candidate before final selection, in recruitment and reorganization processes. When recruiting leaders, there are clear requirements to identify female candidates and actively encourage them to apply. When planning changes in mgt.teams, leaders have to ensure specific focus on improving gender balance. 50% female participants on internal leadership and talent programs. Minimum 40% female candidates on the lists of successor candidates for business critical positions. Works towards ensuring 50% female lawyers within their legal department.

Siemens: Clear target to increase the ratio of female leaders within technical roles, project execution and sales from 12% to minimum 20% within a five year period. Identify key important leadership criteria, and conduct structured development initiatives for women related to these criteria. Ensure that 50% of the seats in their talent program are offered to females. Siemens has also defined a specific target for recruitment; at least 20% females among the group of newly educated.

Here’s a useful video on a gender target-setting toolkit from Australia. This presentation from Dr Graeme Russell shows organisations how to set gender diversity targets using the Workplace Gender Equality Agency’s target-setting tool.

Download the target-setting tool from the Workplace Gender Equality Website

I’m super excited to hear what kind of specific gender equality targets and KPIs your company have in place! And are they linked to your bonus schemes?

Have a great week!

#WomenWhoMoveTheWorld #WISTA #WomenInShipping

Kvinner i et Klyngeperspektiv

Det er mye å feire for oss som er opptatt av å øke kvinneandelen i næringslivet og tilgangen på synlige rollemodeller. Men vi har fortsatt en lang vei å gå. Og da snakker jeg ikke om #MeToo, men om en langt bredere og viktigere diskusjon som vi må løfte frem, skape åpenhet rundt og agere på; de ubevisste holdningene og fordommene som går igjen i hele samfunnet vårt. Det er som en seilbåt med gjengrodd skrog – du ser det ikke på overflaten men først når du dykker litt ned. Det hemmer farten vår, konkurransekraften og innovasjonsevnen, og medfører at vi ikke henter ut nok potensiale blant 50% av den tilgjengelige arbeidskraften.

Jeg er optimist (men også veldig utålmodig) og trekker frem noen favorittsymboler på paradigmeskiftet vi står oppe i, som bør få samtlige ledere i norsk næringsliv til å se en brennende plattform hvor du må ta grep for å ikke sakke akterut;

  • Det første WEF kvinnepanelet med vår egen statsminister i Davos
  • FSN Capital Partners’ nye krav til at ansatte skal ta pappaperm (det bør bli smittsomt..)
  • DNBs storsatsning, med bl.a økt andel kvinner i konsernledelsen, pengepott for å utjevne lønnsforskjeller, og utøvelse av kundemakt gjennom krav til kjønnsbalanse hos leverandører av juridiske tjenester
  • DNV GLs langvarige arbeid med å forbedre hele rekrutteringsløpet basert på faktabasert kunnskap om kvinner vs menn i utlysning-, søknads- og seleksjonsprosesser
  • #HunSpanderer – som har gjort enormt mye for å spre kunnskap om ubevisste fordommer og holdninger
  • I min egen bransje har det aldri før vært så mange og synlige kvinner som nå, og jeg opplever en reell vilje og sterkt engasjement fra ledere såvel som unge for å gønne på ytterligere
  • Menn i min bransje som nekter å stille på konferanser om det ikke er kvinnelige talere, og alle de mannlige lederne som engasjerer seg skikkelig for å ta grep
  • Menn og kvinner som løfter frem og inspirerer talenter med flerkulturell bakgrunn – likestilling oppnås ikke om vi ikke får bukt med utfordringene du møter når du har et ikke-norskt navn

Vi har endelig, på tvers av bransjer, begynt å snakke åpent om den store elefanten i rommet. Der svært mange tidligere har hevdet at det ikke er noe problem å være kvinne i en mannsdominert bransje (dvs man tilpasser seg over tid, og blir etterhvert litt blind), fordi man ikke ønsker å stemples som sutrete eller pinglete, eller identifiseres som “gammeldags” rødstrømpe, åpner flere og flere opp om egne erfaringer. Og det settes ofte andre forventninger til kvinnelige ledere. Etter mange samtaler om dette med kvinner fra alle mulige deler av næringslivet, og på veldig ulike nivåer vil jeg spesielt trekke frem følgende erfaringer som går igjen;

  • Det kan være en fordel å være kvinne, du er lettere synlig og det er mye backing både fra menn og kvinner, så du kan fint få åpninger og sjansen til å bevise hva du er god for
  • Kvinner er ikke lenger kvinner verst, nå står svært mange skulder ved skulder, og løfter flinke folk frem
  • Det blir stadig flere talentprogram, mentorordninger, og man deler erfaringer langt mer åpent rundt hvordan man bedre kan håndtere situasjoner man kommer opp i
  • Det er for mange i økende grad ikke lenger slik at man er kun én kvinne rundt bordet, et viktig kriterie for å lykkes
  • Mange må fortsatt jobbe hardere for å bli tatt på alvor og argumentere bedre enn sine mannlige kolleger
  • Mange får sjokk i etableringsfasen, i form av å bli forbigått, fratatt resultatansvar, ekskludert fra viktige prosjekter, etc
  • Det kan ofte være andre forventninger til hvor myk og menneskelig en kvinnelig leder skal være. Og menn kommer lettere unna følelsesladede utbrudd, eller sololøp
  • Kvinner hentes oftere inn til lederstillinger først når bedriften/området har utfordringer, og avlønnes oftere lavere enn mannlige kolleger i samme roller
  • Du kan regne med å bli stilt til veggs på om du virkelig er villig til å prioritere det som skal til for å være leder (den viktigste jobben i verden er jo tross alt å være mamma..). Om du lar det gå inn på deg er ditt eget valg
  • Du må kanskje være bedre forberedt, flinkere. Ofte er veien fortsatt kortere om du er hvit norsk mann 40+

Først når vi adresserer et problem kan vi ta tak og løse det. Det finnes enormt mye best-practice rundt i ulike virksomheter, og hver enkelt bedrift trenger definitivt ikke å finne opp hjulet på nytt.

I norsk maritim næring er vi ledende på å utvikle verdens beste løsninger på komplekse og krevende utfordringer. Det er god butikk for AS Norge, takket være en unik tradisjon for å gå sammen om å utvikle de beste løsningene gjennom klyngesamarbeid, på tvers av siloer. I tillegg konkurrerer de samme aktørene mot hverandre om å være best – det skjerper og løfter evnen til å strekke seg enda litt lenger.

Enda bedre butikk kan det bli om vi i større grad benytter samme metode og mindset for å forbedre kvinneandelen. På samme måte som vi kun vil oppnå store nok kutt av CO2-utslipp gjennom å ta i bruk et helt spenn av teknologier og jobbe på tvers av fagfelt og virksomheter, vil vi kun lykkes med mangfold dersom vi tar i bruk en tilsvarende god verktøykasse av ulike løsninger.

Mitt ønske for 2018 er at bedrifter over hele landet konkurrerer i langt større grad om å være best på rekruttering og utvikling av sine kvinnelige talenter, og samtidig jobber sammen om å dele de beste erfaringene fra hvordan man kan lykkes. Her er det viktig at dette ikke kun blir en diskusjon for ulike kvinnefora, men at vi finner løsninger ved å involvere gutta. Gulrota for oss alle, på tvers av kjønn, er at vi leverer bedre resultater og mer kroner inn til velferdsstaten.

Her vil jeg kaste ballen videre til mannlige ledere i meglerhus, advokatbyrå, finans, shipping, eiendom, byggebransjen, energisektoren, IT og andre som henger etter; sett dere inn i businesscasene for hvorfor det er lønnsomt å lykkes med kvinner. Still opp som mentor for jentene. Hack andre bedrifters beste erfaringer! Snakk med deres egne kvinnelige ansatte om hva som skal til for å utvikle og beholde dem gjennom den fasen hvor dere mister flest talenter; etableringsfasen. Her kan dere investere billig og hente ut en svært pen avkastning.

Og til alle jenter der ute – kick ass og skaff deg både kvinnelig og mannlig mentor. Og husk at det har aldri vært en mer spennende tid å være jente i norsk næringsliv!

God 8.mars!!

Amazon moving into shipping

Last week I drafted some input for Maritime CEO, preparing an interview focused on thoughts towards 2017. Today I discovered that one of my predictions actually just happened(!): “This is a business world entering into a stormy sea of shared economy, digital technology and where global non-shipping tech mastodons such as Amazon and Google may enter parts of our playing fields within a short time.”

For 2017 and onwards, we are taking on our responsibility as a leading arena for the maritime industry in a world that is undergoing several huge systemic shifts. At Nor-Shipping 2017 we seek to engage, provoke, challenge and inspire the industry, beyond what has ever been done before. We are raising the bar, linking our entire strategy to the UN’s Sustainability Goals and DNV GL’s report for the UN – Global Compact. We aim to connect shipping closer to the “outside world”, and will, to an even bigger extent, facilitate concepts linking our entire industry value chain to key developments in the global community. This probably sounds surprising, or even a bit crazy to many industry colleagues, but as shipping plays such a significant role in global trade, development and economy, we need to drive change and develop in accordance with the world we serve.

We’re quite often so busy interacting in our own little global bubble, and the segments we exist in, that we forget to keep up to speed with and learn from other industries. The full potential of our industry’s role will depend on our ability to demonstrate the positive change, value and opportunities we represent to society. Industrial structures, our capitalistic models and the balance of global power are currently challenged and undergoing processes of incremental change. In the global hunt for better and more sustainable solutions – not only limited to environmental ones, but optimizing the way we utilize any resource and capability – we see the need for industry players taking the front-seat and driving change focus in a way that will both support and resolve global headaches, while strengthening commercial opportunities.

This is a business world entering into a stormy sea of shared economy, digital technology and where global non-shipping tech mastodons such as Amazon and Google may enter parts of our playing fields within a short time. Next year, the leaders and executives who have actually realized this, and are aiming to be ahead of the game, should be sure to join us to share ideas, challenge accepted norms and be inspired at a key gathering for the global shipping community.

The parallel shifts of increased need for commercial and technical sustainability, and the transformative digital revolution, should not be considered negative, as they pose some huge opportunities for shipping and the maritime industry. They represent severe potential threats to the industry players that are stuck in current and traditional ways of thinking, and at the same time some fantastic opportunities for the bold ones, willing to turn established truths and mindsets upside down. At the same time, the race for the ocean space picks up speed. This will open up new industries and result in further customers and value creation for maritime players.

Our ambition for 2017 is to be the number one new exhibition experience. We are dedicating all of Hall A to industry players within the broad range of Sustainability & Disruptive Technology, offering an entirely different take on the full industry value-chain and creating an optimal arena for both owners, commercial actors and tech people to get familiar with the leading global tech disruptors.

 

For owners, commercial and financial players, we will launch innovative new meeting places and opportunities that fuel fresh ways of working across formal structures and established organisations. Shipping people need to review how the sharing economy mindset will “strike” and open up existing silos. We can choose to disrupt ourselves, or potentially be disrupted by completely new players.

 

We will also continue to go the extra mile to build a more diverse industry, strengthening targets and tools regarding female leaders and the next generation. Again, we will provide new ways of thinking across established structures, to lift and trigger the industry’s understanding of how critical it is to succeed with diversity and an entrepreneurial mindset, garnering talent from within and outside of our field. Through recent years, we have demonstrated our capabilities to address and promote issues that are discussed throughout all shipping clusters, at the same time coming up with specific tools to bridge some gaps and actively inspire the industry.

With a fantastic and dedicated team, we’re ahead of sales from two years ago, and have entered into some new and exciting strategic alliances. I am a firm believer in building bridges and cooperating with others to achieve more. As such, we have invited several new co-operational partners to the table, to create added value for our customers. Customer-driven innovation is key, and we have worked even closer with industry leaders to fine tune the concepts for 2017. I brought my core passion and drive for our industry’s key challenges with me into this role, aiming to provide new concepts, tools and arenas at a time when more than a few are struggling to calculate just exactly when and how the ongoing shifts will affect them. Being a genuine shipping nerd, I consider it valuable to have strong maritime competence within our team.

We are launching a Next Generation Advisory Board parallel to the current board of global top executives, as we believe in strengthening our function for the industry through customer-driven innovation.

And, for the first time, you will find an African (Sub-Saharan continent) pavilion at Nor-Shipping, supplemented with a week-long program on Africa, and a clear priority towards the world’s second biggest growth market. This is a result of a newly established MoU with the South African Maritime administration (SAMSA), creating an optimal platform for business players to identify the best partners and success factors. The general global focus has also been strengthened, both in relation to China and other leading powers, and the new hotspots that have slightly more challenging frameworks and conditions to operate in. Combining this thorough global focus with the leading capabilities of the Norwegian ocean clusters – in terms of spearheading green technology, commercial entrepreneurial mindsets as a key factor for change, and a level of expertise on the Ocean space that brings NASA to Norway – we are well positioned for introducing our global colleagues to the span of opportunities arising from this challenging period in shipping and world economy.

Brand New: Is culture shipping´s toughest challenge? #FuturenautInterview

Featured as the first female Futurenaut yet, I was thrilled to get the chance to talk about some of my key focus areas and passions for the newest issue of the quarterly magazine Futurenautics. This edition is called the Culture, Brand & Diversity issue. Editor Kate Adamson introduces the issue by throwing in some key concerns and strong views, which I foresee might be perceived as a provocation to some, but quite healthy for all of us working within global shippint. She points to the fact that shipping does not only need to change its´ public image, but actually improve and develop our own current business models, systems, services & products. Then she follows up with this statement;

“In the new, transparent, hyper-connectehttp://www.futurenautics.com/2015/11/the-culture-brand-diversity-issue/d world brand and PR is giving way to culture and purpose, and we can’t control our image any longer. The future lies in more diversity, both gender and cognitive, because we can’t solve our problems with the same thinking that created them.”

Looking outside of shipping, I strongly believe this applies for a number of industries and companies during this period huge shifts and the race towards new solutions for the future. The Director of Innovation Norway touched upon the exact same when she challenged a room full of young leaders this week at the E24 Leadership Talents Awards. In order to survive, we have to challenge ourselves and reinvent the way we produce value.

Happy reading; http://www.futurenautics.com/2015/11/the-culture-brand-diversity-issue/

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