More Perspectives at the Table

Technology is developed by people. That is why diverse perspectives are such a valuable asset at KONGSBERG, where complex challenges are solved every day.

For Yngve Larsen, who leads the company's compliance function, the connection is clear.

"I see diversity as a means, not just an end. Teams with different backgrounds and perspectives drive greater innovation. When everyone thinks the same way, development slows down. Different viewpoints help us move forward," he says.

Values such as respect, equal treatment and inclusion are therefore about much more than workplace culture. They also contribute to KONGSBERG's ability to develop new solutions and succeed in a highly competitive global market.

*"Technology is developed by people. The more perspectives we have around the table, the better the solutions we create," says Larsen.*

A Workplace Built on Respect

KONGSBERG's approach to equality, diversity and inclusion is embedded in both its governance framework and its Code of Ethics.

"We have clear principles around equal treatment and respect that apply to everyone, from employees to senior leaders. These principles are also part of our human rights work and apply across all our operations globally," Larsen explains.

Operating in 25 countries means working across different cultures and social environments. Even so, some values remain constant.

We want to bring elements of the Norwegian model with us wherever we operate. That includes freedom of religion, the right to be yourself, fair working conditions and respect for fundamental human rights. We believe it is better to be present and contribute to positive change than to step away.

Yngve Larsen, Senior Vice President & Chief Compliance Officer

Inclusion Starts with Psychological Safety

For Larsen, an inclusive workplace begins with one fundamental requirement: people must feel safe.

"Everyone should feel safe at work. We have zero tolerance for discrimination and harassment, and we have systems in place to address concerns if they arise. Most importantly, people must feel comfortable speaking up," he says.

He emphasises that inclusion is not about isolated initiatives or one-off campaigns. It is an ongoing effort that must be reflected in culture, leadership and everyday decisions.

KONGSBERG is currently experiencing significant growth and plans to hire around 900 new employees during 2026. In a period of rapid expansion, maintaining and strengthening an inclusive culture becomes more important than ever.

"We are going through a generational shift, with many new employees and leaders joining the organisation. That is why diversity and inclusion must be a natural part of leadership development. Strong cultures are built around clear principles that people genuinely believe in and feel ownership of," he says.

Creating Opportunities for More Women in Technology

While the proportion of women at KONGSBERG has increased over time, Larsen believes there is still work to be done.

"We are moving in the right direction, but we are not where we want to be yet. We have seen positive development in the number of women in leadership positions, and we continue to work systematically to improve gender balance across the organisation," he says.

According to Larsen, attracting more women to technology careers requires companies to think carefully about how they present themselves as employers.

He encourages leaders to review their job advertisements and consider the signals they send to potential candidates. The language they use, the values they highlight and the way opportunities are described can all influence who chooses to apply.

"Perhaps we should spend more time communicating who we are, what we stand for and the impact of our work, rather than focusing on long lists of requirements. Many women assess themselves more strictly against formal qualifications, even when they already have the skills needed to succeed," he says.

Flexibility is another important factor.

"The world of work has changed. The ability to combine a meaningful career with family life through flexible working arrangements and hybrid work is important to many people, particularly younger generations," he adds.

A Place Where You Can Be Yourself

Larsen believes an attractive workplace is one where everyone is treated with respect and has equal opportunities, regardless of gender, background or sexual orientation.

"People should feel free to be themselves. That principle is embedded in our values and in the way we want to work. Everyone should have the same opportunity to develop, contribute and succeed here," he says.

When asked what makes KONGSBERG an attractive place for the next generation of technology professionals, Larsen returns to the point where he started: people.

"Technology is developed by people. The more perspectives we have around the table, the better the solutions we create. That is why diversity matters, both for individuals and for the company as a whole," he concluded.

Would you like to help develop technology that makes a difference? At KONGSBERG, there is always room for more perspectives at the table.