From Words to Action -- How to Build an Inclusive Workforce

Back-to-back honors underscore Aker Solutions Stord's holistic and sustained approach to inclusion—across gender, ability, and background.

"We need all hands on deck," was the message to employers—from Ulf Andersen, chief statistician for the country's labour and welfare administration (NAV)—at the Great Place to Work leadership conference and awards in Oslo.

Aker Solutions Stord works closely with NAV to source skills for ongoing projects, and change the lives of overlooked candidates. 

Fartein received over 200 rejection letters, until NAV proposed him as a candidate to Aker Solutions. Today, he applies his mathematical and creative skills to visualise and plan construction methods for projects.

Culture and commitment

Fartein, who was born with a hereditary muscle disease, is one of many who have found their dream job through Aker Solutions' commitment to inclusion and a collaboration with NAV.

Håvard Kvarme, recent recipient of the Great Place to Work honorary prize for inclusion of people with disabilities, has built sustainable systems for inclusion, grounded in defined recruitment needs and backed by managers, employees, and union representatives.

This has opened doors for numerous individuals who have faced barriers to employment due to visible or invisible disabilities.

"Inclusion is built into our routines, it's not just words," says Kvarme.

Kvarme is quick to share the spotlight. "It's a team effort," he said. "I'm proud to work in a company where inclusion is rooted in top management and supported by employee representatives."

Kvarme also acknowledged the critical role of NAV in tailoring candidates to Aker Solutions' needs, and thanked partners at Stiftelsen VI for their positivity and dedication.

Building inclusion into the business

The Stord team has shown how inclusion can be embedded into the business—and why collaboration is essential.

Success requires commitment and transparency on all sides, and thorough preparation. NAV proposes relevant candidates for specific trades; Aker Solutions provides a training program leading to permanent employment. Onboarding, regular check-ins, and peer support are part of the package.

As NAV Director Hans Christian Holte noted during a recent visit to the Aker Solutions shipyard at Stord: "What you're doing here is impressive. You've found a strong way of working together to create real change."

One of the many others who have benefited from this collaboration is transport worker Sonthaya. Following apprenticeship as a sailor, he struggled with social anxiety and fell out of the system. Today, he is integrated into the Stord team and working towards trade certification.

"Two years ago, I would never have thought that I would be here. I never imagined that I would be able to get into work. Nor that I would be able to get a certificate. Now I have both a permanent job and a qualification. That's huge!"

Recognition—and replication

Aker Solutions’ efforts have not gone unnoticed. In addition to two national awards within the span of a week—for disability inclusion and gender equality, respectively, the company has been recognized by the Confederation of Norwegian Enterprise (NHO), and was featured in a recent Norwegian Government white paper on labour market inclusion.

But most importantly, the work is having a real impact—on individuals, on teams, and on communities.

Just ask Tommy Mathisen, who transitioned from a practice placement at the spool warehouse into permanent employment. As he signed his contract over a celebratory pizza, his manager Atle Heggøy put it simply, "This is living proof of inclusive employment in practice."

Diversity is a strategic priority

Inclusion work at Stord, including the “Women in Production” network, behind the LO Equality Prize, reflects a broader ambition rooted in Aker Solutions’ sustainability goals.

In 2024, a company-wide diversity and inclusion survey invited 11,000 employees in 15 countries to identify areas for improvement. In 2025, employees were invited to share inclusion needs and preferences securely with managers and selected coworkers. The company also uses inclusive recruitment audits, training for hiring managers, and the inclusive hiring platform InClue. 

Diversity also includes neurodiversity, as raised awareness of mental health is seen as positive for the workplace. In the upturns and downturns of the energy business, trust and helping people manage stress better positively impacts everyone’s safety and productivity.

Inclusion as a global imperative

As rapid technological shifts and aging populations create skills shortages, inclusion is no longer a social goal —it’s a business necessity. Yet countless capable people remain on the sidelines of working life, whether due to disability, age, name bias, or unconventional career paths. At Stord, the opposite is true: potential is being met with possibility.

Looking ahead: a call to action

Aker Solutions applauds the team at Stord as it builds a workforce equipped to face current and future challenges, and gives the final word to Håvard Kvarme: "We can’t afford to leave anyone behind. Inclusion benefits the individual, the company, and the community. It’s win-win."

As inclusion expands across sites, Aker Solutions invites others to follow us on LinkedIn, share solutions, challenge assumptions, and tell the stories that matter.