[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"page:\u002Fwhat-we-do\u002Fnews-stories\u002Fimplementing-living-wages-isnt-a-quick-fix\u002F":3,"menu:\u002Fwhat-we-do:":66,"sites:htmlblocks":294,"footer:root":1494,"subsites":1571,"cite-subsites":5135,"suggested:root":5612,"cite-footer:root":5616},{"id":4,"slug":5,"title":6,"short_title":7,"intro_text":8,"meta_description":9,"seo_title":9,"path":10,"content_type":11,"locale":12,"edit_url":13,"breadcrumbs":14,"seo":22,"body_blocks":29,"call_to_action":35,"categories":42,"labels":47,"show_author_info":52,"show_table_of_contents":52,"show_page_categories":52,"owner":53,"image":60,"related_pages":61,"related_sites":62,"in_subsite":63,"contact_page_url":64,"banner_message":65},37262,"implementing-living-wages-isnt-a-quick-fix","Implementing Living Wages isn’t a quick fix","A Case Study in Adequate Wages","\u003Cp>The WageIndicator team recently spoke with Anita Househam, Vice President of Social Responsibility at Orkla. This Norwegian industrial investment company has been working with WageIndicator since 2024, so we asked about their insights and best practices.\u003C\u002Fp>","","\u002Fwhat-we-do\u002Fnews-stories\u002Fimplementing-living-wages-isnt-a-quick-fix","pages.newspage","en","\u002Fcms\u002Fpages\u002F37262\u002Fedit\u002F",[15,18,21],{"title":16,"slug":17},"What We Do","what-we-do",{"title":19,"slug":20},"News and Stories","news-stories",{"title":6,"slug":5},{"title":6,"description":9,"image":23,"canonical":24,"robots":25,"og_type":26,"twitter_card":27,"locale":12,"created_at":28,"last_modified_at":28},"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FSocial_media_preview_image_-_2025.2e16d0ba.fill-1200x630.png","https:\u002F\u002Fwageindicator.org\u002Fwhat-we-do\u002Fnews-stories\u002Fimplementing-living-wages-isnt-a-quick-fix\u002F","index, follow","website","summary_large_image","2026-04-16T17:06:06.078347+02:00",[30],{"type":31,"data":32},"text_block",{"content":33,"variant":34},"\u003Cp>\u003Cb>\u003Ci>March 2026\u003C\u002Fi>\u003C\u002Fb>\u003C\u002Fp>\u003Ch2>Defining Orkla’s Living Wages: A Fundamental Commitment\u003C\u002Fh2>\u003Cimg alt=\"\" class=\"richtext-image right\" role=\"presentation\" src=\"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FDSC_5983_Anita_Househam_Profile_2.width-400.jpg\" srcset=\"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FDSC_5983_Anita_Househam_Profile_2.width-400.jpg 400w, https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FDSC_5983_Anita_Househam_Profile_2.width-800.jpg 800w, https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FDSC_5983_Anita_Househam_Profile_2.width-1200.jpg 1200w\"\u002F>\u003Cp>\u003C\u002Fp>\u003Cp>For Orkla, paying a Living Wage (or adequate wage', as they call it) has long been part of their core commitment to human rights and decent working conditions, which is anchored in its Code of Conduct. \"Orkla ASA has explicitly said that Orkla companies are expected to strive for decent working conditions, which includes offering adequate wages for all employees,\" says Anita.\u003C\u002Fp>\u003Cp>Orkla’s approach is based on the UN Guiding Principles and OECD Guidelines. It is reinforced by emerging regulatory frameworks, specifically the CSRD reporting requirements, which helped Orkla continue to develop a more systematic, targeted approach.\u003C\u002Fp>\u003Ch2>Starting with Quality Data\u003C\u002Fh2>\u003Cp>Orkla partnered with WageIndicator in 2024, drawn by the quality of its data and the global coverage. Portfolio companies at Orkla now use it to benchmark wages against both national minimum wage and an adequate wage, aiming to pay whichever is higher. \"What we really appreciate is the support from your team and the access WageIndicator provides to location-based data,\" says Anita.\u003C\u002Fp>\u003Ch2>Living Wage Implementation: Challenges and Solutions\u003C\u002Fh2>\u003Cp>“Implementing Living Wages isn’t a quick fix”, Anita explains. “Closing wage gaps takes time and care. We work on it together across the Orkla companies. How they implement it is up to them, since they are independent companies, but we support them in meeting the expectations that Orkla ASA sets. Orkla operates across many countries, each with varied labour markets, wage levels and regulatory frameworks. In addition, high inflation rates impact efforts to ensure consistent and adequate wage levels.\u003C\u002Fp>\u003Cimg alt=\"\" class=\"richtext-image left\" role=\"presentation\" src=\"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Femployees_14.width-400.jpg\" srcset=\"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Femployees_14.width-400.jpg 400w, https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Femployees_14.width-800.jpg 800w, https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Femployees_14.width-1200.jpg 1200w\"\u002F>\u003Cp>Furthermore, Orkla produces local brands in local markets. To protect local jobs, our companies need to stay competitive and profitable. We want to ensure fair wages for everyone, but we must find solutions that don’t force us to raise prices in a way that could reduce sales, weaken our market position, and ultimately put jobs at risk.\u003C\u002Fp>\u003Cp>As an absolute minimum, Orkla will always pay the local minimum wage. Then, Orkla takes a step-by-step approach. We first aim to pay above the minimum wage, and then continue working towards adequate wage levels. Closing all gaps takes time, but WageIndicator gives us a practical tool to support steady progress. Companies work with their own HR and sustainability teams to adjust salaries progressively, with a group-wide target for 100 per cent of employees to receive adequate wages by the end of 2026.\u003C\u002Fp>\u003Ch2>Advice for other Companies who want to start\u003C\u002Fh2>\u003Cp>Anita's message to companies beginning this journey is simple: \"You pay adequate wages because it's the right thing to do — and it's a win-win, as it supports employee wellbeing and can improve productivity and long-term performance.\" Her practical tips: identify what's realistic in each market, be patient, partner with others who can share knowledge and data, and support colleagues in markets where achieving living wages may be more challenging.\u003C\u002Fp>\u003Cp>She also highlighted the importance of engaging with worker representatives, being clear on expectations, building and providing tools and webinars, and of good collaboration, both internally as well as with external stakeholders.\u003C\u002Fp>\u003Ch2>Going the Extra Mile\u003C\u002Fh2>\u003Cimg alt=\"\" class=\"richtext-image right\" role=\"presentation\" src=\"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Fproduction_sweden14_1.width-400.jpg\" srcset=\"https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Fproduction_sweden14_1.width-400.jpg 400w, https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Fproduction_sweden14_1.width-800.jpg 800w, https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Fproduction_sweden14_1.width-1200.jpg 1200w\"\u002F>\u003Cp>is also starting to turn its attention to the supply chain, aiming to address adequate wages with prioritised suppliers by 2030. For Orkla, this next chapter is a natural extension of what the company is working on.\u003C\u002Fp>\u003Cp>When responsible business conduct is embedded in a company's culture, the work doesn't stop with your own employees. It reaches further. \"Good data and trusted partners are key to being able to make that change,\" she says.\u003C\u002Fp>\u003Cp>Orkla's journey is a reminder that progress on Living Wages is rarely dramatic. It's cumulative, cross-functional, and built on consistency. As Anita puts it: \"If you can be consistent on the fundamentals, that gives you a more robust foundation to build upon.\"\u003C\u002Fp>\u003Cp>\u003C\u002Fp>\u003Cp>\u003Cb>Written by:\u003C\u002Fb>\u003Cbr\u002F>Paulien Osse, Co-Founder and Global lead Living Wages\u003Cbr\u002F>Blanca Civit, Public Relations Lead\u003Cbr\u002F>Photo credit: Orkla\u002FBjørn Wad\u003C\u002Fp>","light",{"text":36,"link":37},"Contact us",{"title":36,"url":38,"description":36,"rel":39,"type":40,"id":41},"\u002Fabout\u002Fcontact","follow","internal",24590,[43],{"id":44,"slug":45,"name":46},4,"living-wage","Living Wage",[48],{"id":49,"slug":50,"name":51},5,"case-studies","Case studies",true,{"id":54,"first_name":55,"last_name":56,"email":57,"image":58,"function":59},86,"Blanca","Civit","blancacivit@wageindicator.org","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002FBlanca-Civit-Sarda-ED.width-400.jpg","Lead Public Relations","https:\u002F\u002Fwageindicator.org\u002Fmedia\u002Fimages\u002Femployees_14.width-400.jpg",[],[],false,"\u002Fwork\u002Fliving-wages\u002Fcontact-us","\u003Cp>Welcome to WageIndicator. 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