Worley Rosenberg in Stavanger is partnering with Sammen om en jobb for the second year in a row and is about to launch its second mentoring program.
In 2024, 12 mentor-mentee pairs participated, and four mentees joined the “ relevant job ” program after six months. This year, interest among employees was so high that the company decided to expand the program so that as many people as possible could participate.
This year's program has paired 22 couples, and after five months, five mentees have secured relevant job. In addition, two more participants from last year's program have landed relevant positions.
We spoke with May-Brit Johnsen, Vice President of People at Worley Rosenberg, about why she chose to agree to collaborate with us on the mentoring program.
May-Brit Johnsen, VP of People at Worley Rosenberg, and Tone Indrelid, host of the “ Sammen om en jobb ” program in Stavanger, have been in charge of the mentoring program partnership.
– Why did you at Worley Rosenberg decide to agree to collaborate with us on the mentoring program?
“We at Worley Rosenberg see this as an opportunity to make a difference. We are a highly diverse company, and we operate both locally and globally,” says May-Brit Johnsen.
Rosenberg was founded in 1865 and is one of Stavanger’s oldest and most time-honored companies. Today, the company is part of the Worley Group and operates both locally and globally on technology-intensive projects.
“Here at Worley Rosenberg, we’re committed to opening doors and creating opportunities,” May-Brit continues. “ Sammen om en jobb ’s mentoring program is a great, concrete initiative that we can be a part of. It fits well with our organization and the values we live by.”
The values she refers to are Life, Stronger Together, Unlock Brilliance, and Rise to the Challenge.
The Role of a Mentor as a Platform for Development
– This whole “Unlock Brilliance” thing is really interesting. The mentoring program opens up learning opportunities not only for mentees, but also for mentors, right?
“Yes, absolutely. This is a win-win situation. We view the opportunity to serve as mentors at your organization as a platform for our employees’ professional development. From an HR perspective, the mentor role is a training ground: you build relationships and trust, collaborate with others, and hone your leadership skills. You also gain a deeper understanding of the company culture and are challenged to question your own assumptions. The latter is particularly relevant for our hiring managers, and several of them are serving as mentors in this round.”
A Personal Experience
– You’ve been a mentor yourself. What was that experience like for you?
“When I look back on my six months as a mentor, I feel, above all, humbled,” says May-Brit. “You get so close to another person and get to be a part of their journey—with its ups, downs, and emotional reactions. It’s impossible not to be affected by it.”
“What surprised me the most was how difficult it was to build a network and form relationships,” she continues. “I felt a little ashamed on behalf of myself and those I represent. It wasn’t just that it was hard to make contact, but that the mentee felt ignored and overlooked. I think, it costs so little to say yes, and it means so much to the person involved.”
A Responsibility and an Opportunity
– Worley Rosenberg is now in its second year of collaborating on the mentoring program. Do you think the private sector has a responsibility to contribute to greater social sustainability?
“I absolutely believe that. The business community has both a responsibility and an opportunity to contribute to greater labor market inclusion. We’re judged by what we do, but it’s also a matter of moral responsibility. We all live in this society, and we need it to function. When we help reduce social exclusion, we make a difference. When we simultaneously develop expertise within our own company, this is something worth investing in. It costs a little, but it’s not unreasonable compared to what we get in return.”
A clear call to action
– Is there anything you’ve been dying to say before we wrap things up?
“Diversity and inclusion are about breaking down barriers, and we often understand each other better when we can work on a specific task,” says May-Brit. “This project is quite unique in that regard: it allows us to work hands-on. We received an overwhelming response from employees who wanted to be mentors this year, and very positive feedback last year. I think this collaboration really resonates with us. It aligns with our values, and mentors find it meaningful to participate and feel that they’re making a difference.”
“My message to other companies,” she concludes, “is this: Get involved. Give your employees the opportunity to participate and make a difference.”
