Through clear measures, involvement, and strong anchoring across the organisation, the company aims to ensure that all employees have equal opportunities to succeed.
An Effort That Affects Many
In our industry, between 20 and 30 per cent of employees face challenges related to reading, writing, numeracy, or language. These are common—but often invisible—difficulties. For Beerenberg, this means that a significant share of our workforce may benefit from clearer communication, more user‑friendly tools, and greater openness.
As one of the first three corporate members, Beerenberg has therefore committed to the Dyslexia Norway standard for dyslexia‑friendly workplaces. The goal is to build a culture where openness, accommodation, and knowledge‑sharing are a natural part of everyday work.
Insights That Provide Direction
In recent months, Beerenberg has conducted surveys, held conversations both onshore and offshore, and shared internal experiences across the organisation. The findings show that 23 per cent of employees either have, or suspect they may have, dyslexia, dyscalculia, or DLD. A recurring theme is the need for clearer language, better structure, and more accessible information.
To follow up on these insights, a cross‑functional project group has been established, with representatives from HR, HSE, offshore operations, and skilled workers.
Measures That Make Everyday Work Easier
Beerenberg has already implemented several concrete improvements, including:
* Increased openness and experience‑sharing through conversations and video
* Planning of leadership training and competence development
* Simplification of selected procedures and handbooks, with clearer language and improved accessibility
The Next Phase
The work is now continuing with broader anchoring across the organisation. As part of this effort, Beerenberg recently received a diploma confirming the company’s commitment to working systematically towards becoming a dyslexia‑friendly workplace.
The diploma highlights values we already practice: openness, individual accommodation, and a strong focus on recognising the strengths of each employee—combined with particular emphasis on plain language, clear procedures, and increased knowledge of dyslexia, dyscalculia, and DLD.
The continued initiative includes, among other things:
* Continued use of the ambassador group supporting departments and projects
* An internal campaign promoting openness and understanding
* Closer collaboration with customers and suppliers, as well as ongoing experience‑sharing with Dyslexia Norway
* Expanded training for supervisors, foremen, safety representatives, employee representatives, and administrative staff
* Further simplification of selected procedures and handbooks
A Workplace for Everyone
This work is not only about employees with reading and writing difficulties. Clear procedures, good communication, and accessible tools strengthen the entire organisation.
Our ambition is to be a workplace where everyone feels included, where diversity makes us stronger—and where all employees have the best possible conditions to succeed.
Trine Alice Gjertsen, Ole Agnar Havn, Hans Lund and Amalie Guddingsmo