The primary resource of NIS is our people. We work in challenging and at times high-risk environments, which put a great deal of pressure on the organisation and the individuals. And it requires strong and pragmatic structures. Our HR system and HSE arrangements are tailored both to attract and keep the best qualified people, and ensure a health-promoting work environment for all. Moreover, the Foundation work actively and methodically to promote the objectives of anti-discrimination at all our offices.
According to our staffing strategy, NIS is set up to have highly skilled national and diaspora staff in-country that can effectively navigate the complex political, cultural and security landscapes that often characterise highly politicised environments. This allows NIS to understand the political nuances of complex environments and ensure the best chances for successful programme implementation. Furthermore, NIS’ approach to staffing ensures that the vast majority of staff resources are based in the field, supported by a service-focussed HQ in Oslo.
NIS aims to be an inclusive workplace with a diverse workforce and equality between women and men. By the end of 2025, the Foundation’s employees in Norway counted 10 women and 3 men. There were 102 employees (51% women and 49 % men) at our country and project offices outside of Norway. At country programme level, NIS continuously works along programme-specific strategies to ensure a gender balance, responding to a mix of sectoral and cultural challenges. As an example, the Somalia programme office has been working strategically to recruit and promote more women to managerial positions, and in 2025, NIS saw an increase in the number of female mid-level managers from 8 to 10.
In 2025, the Foundations employees and secondees were from 25 to 65 years, representing a wide age group.
The Foundation is promoting balance between professional and private life for all its staff. Having a diverse workforce also means the employees have different needs and limitations that should be taken into consideration. Both management and employees need to invest in and collectively care for the work environment. NIS provides and encourages staff to take advantage of a number of benefits designed to promote physical and mental wellbeing. This includes arrangements such as flexible work hours and home office days, workout during work hours, childcare support, menstrual day, paid parental leave, religious holidays flexibility, free counselling sessions and health insurance, to mention some. Most of these arrangements are based on a high level of trust and presupposes that the employees understand their responsibility in meeting requirements and delivering within their role, including their commitment to uphold the team feeling and good work environment. Internal structures that guard and enable this is the annual safety inspection (vernerunde) and the performance appraisals. Individual adjustments are documented by the HSE contact in the Safety Inspection Action Plan, or in the Performance Appraisal Action Plan and evaluated by the supervisor and staff member on a regular basis.
The subject is supported and governed by the following NIS policy and guideline documents.
- NIS HR Policy
- NIS Workplace Anti-Discrimination Harassment and Bullying Policy
- NIS Health Safety Environment and Security Policy
Please contact NIS if you would like a copy of the documents.