The Norwegian Transparency Act (Lov om virksomheters åpenhet og arbeid med grunnleggende menneskerettigheter og anstendige arbeidsforhold) came into effect on 1 July 2022. The purpose of the Act is to strengthen requirements and expectations for corporate responsibility concerning fundamental human rights and decent working conditions, and to ensure access to information regarding a company’s business relationships. This statement outlines how Teleplan Globe AS (TPG) is working to comply with the Act.
About Teleplan Globe AS
Teleplan Globe AS is a fully Norwegian-owned company and part of the Teleplan AS corporate group. Other entities within the group – such as Teleplan AS, Teleplan Holding, and affiliated companies – currently fall outside the reporting obligations defined by the Transparency Act. This statement is therefore limited to Teleplan Globe AS.
The company is owned by Jørn Longem, Marie Longem, and Espen Longem, through holding companies.
TPG is headquartered at Lysaker, Norway, and is led by a CEO responsible for daily operations and appointed by the company’s board. The board convenes four regular meetings annually, in addition to receiving an extended mid-year report in June.
TPG is a software company with over 125 employees, delivering solutions primarily to customers in the defence and public safety sectors. The company develops decision-support applications for operational leaders across various levels within defence and emergency preparedness.
In 2022, TPG reported revenue exceeding NOK 260 million, with a net profit of approximately NOK 27 million.
Internal Guidelines and Procedures
TPG has implemented a range of internal procedures and policies to uphold fundamental human rights and maintain constructive working conditions. As a trusted supplier to the military and police, maintaining integrity and strong relationships with end users is essential. These values are reflected in TPG’s corporate ethos, built on integrity, engagement, and generosity.
All employees have access to the company’s personnel handbook via the Simployer HRM platform. This handbook details all HR procedures and is reviewed during onboarding for new staff.
The company also provides an anonymous internal whistleblowing channel for all employees. In addition, quarterly employee surveys are conducted to assess factors such as leadership, stress levels, workplace environment, diversity, inclusion, discrimination, and equality.
Survey results are reviewed by the management team and across departments, and made available to employees. Reviews of the past year’s results have revealed no findings of concern within the measured areas, and overall feedback has been positive.
TPG’s Due Diligence Practices
TPG follows the OECD Due Diligence Guidance for Responsible Business Conduct in its compliance efforts under the Transparency Act.
The company is committed to ensuring that human rights and working conditions are respected across its value chain. Particular focus is placed on preventing negative impacts within TPG’s own operations and among suppliers and business partners.
TPG applies a five-step due diligence model inspired by the OECD framework. This process is conducted both continuously and during contract negotiations, and includes risk assessment of all relevant relationships. In this context, TPG has mapped its suppliers and partners against the Norwegian Agency for Public and Financial Management (DFØ) list of high-risk product categories.
No adverse impacts were identified in this review. As a result, TPG assesses the overall risk of human rights violations and unacceptable working conditions to be low.
Ongoing Efforts
TPG will continue to improve internal processes to ensure that fundamental human rights and decent working conditions are upheld, and that any potential negative impacts are identified and addressed as early as possible.
The company is continuously evaluating how it can influence subcontractors and partners through closer follow-up and extended due diligence.
If any concerns are identified, TPG will take concrete action to mitigate or eliminate negative impacts on human rights or labour conditions as quickly as possible.