Social

At Höegh Evi, our maritime and onshore teams are the driving force behind our success. We are committed to a supportive, inclusive, and responsible work environment, guided by strong social responsibility policies across our company and supply chain. We actively promote diverse hiring, fair pay, and continuous safety improvements.

We also engage openly with local communities, uphold human rights, and minimize potential impacts. Through transparent dialogue, stakeholder feedback, and proactive monitoring, we identify and address concerns early to protect, inform, and support those affected by our operations.  

Commitment to social responsibility

Our talented people 

Health and safety

At Höegh Evi, we are committed to achieving zero harm to people and the environment. We believe all incidents can, and should, be prevented. Maintaining safe operations and minimizing risk is our number one priority, and we identify potential hazards through a combination of experience, industry guidelines/requirements, and a structured hazard identification process.

We safeguard our people through measures and policies such as: 

  • Zero-harm commitment drives safety culture via training, Tool Box Talks, and the Safer Together program.
  • OHSE Policy (ISO 45001-aligned) applies onshore and at sea, supported by audits and monitoring.
  • Consistent safety standards for all via OHS system and ISM Code-certified vessel operations. 
  • Code of Conduct ensures accountability and open communication; employees are empowered to speak up.
  • Safety compliance impacts performance reviews, reinforcing accountability and behavior. 
  • Employee participation in monthly safety meetings, safety campaigns and conferences  
  • Crew health supported through medical checks, 24/7 telemedicine, gyms, welfare budgets, and fatigue-managed rotations. 

Employee wellbeing 

Höegh Evi is taking practical steps to foster a vibrant working environment for all our employees. Our culture development program includes various actions and milestones which will help us achieve this, and we proactively seek out development opportunities to help our people reach their full potential. Many of our employee wellbeing plans and initiatives are long-term, meaning we weave them through all our core people processes on an ongoing basis.

They include: 

  • Ensuring we pay fairly and incentivize performance 
  • Maintaining our top ≥90% employee engagement score 
  • Maintaining our current strong employee retention rates 
  • Investing in upskilling, training and development, rotation, internal mobility, succession planning and hiring 

Diversity, equality and inclusion 

With a diverse group of employees, we understand the valuable role that DEI plays in strengthening both company culture and business performance.

As part of our ongoing efforts to be regarded as a diverse and inclusive company, we:

  • Analyze pay data to ensure equal pay for equal work 
  • Identify any pay disparities and take steps to address them 
  • Identify and attract talent from a broader, diverse network 
  • Sponsor female staff to join the Women’s International Shipping & Trading Association (WISTA) 
  • Set targets for increasing representation of under-represented groups and report on progress 

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