Transparency Act Report 2026

AIZE AS

1. INTRODUCTION

This report has been prepared in accordance with the Norwegian Transparency Act (the “Transparency Act”).

The report provides information on the implementation and work with the Act in Aize AS (“Aize”) with respect to safeguarding human rights and decent working conditions in the company.

The Transparency Act entered into force in 2022. The first reporting year was in 2023. The reporting in 2026 is based on the work carried out during 2025 and builds on the procedures and assessments established in previous reporting periods. For 2026, Aize has continued to place additional focus on human rights in relation to gender and equal opportunities.

2. ABOUT AIZE

2.1. General

Aize is a Norwegian limited liability company with subsidiaries in United Kingdom (UK) and in the United States (US).

Aize’s sole shareholder is Aize Holding AS. The largest shareholder of Aize Holding AS is Aker Capital AS, with Aker ASA as the ultimate parent company. 

2.2. Product and production

Aize is a software company. Aize’s main product is a shared workspace which allows the customer to integrate their data, visualize and navigate the asset model and collaborate with suppliers, stakeholders and other third parties. As of the date of this report, Aize’s main customer base, for now, are within the oil and gas sector. 

3. HOW DOES AIZE WORK WITH THE TRANSPARENCY ACT?

3.1. Responsibilities

The Board of Directors in Aize (the “Board”) has the overall and oversight responsibility of the company management, including oversight of risks related to adverse impact on human rights and decent working conditions.

In 2022, the Board nominated a role within Aize as the operative Transparency Act Responsible and established internal instructions for the role. The role includes a primary responsibility for replying to requests for information pursuant to the Transparency Act, and for initiating and preparing risk assessments in accordance with the Transparency Act. If any need for mitigation is found, the Transparency Act Responsible shall inform the Board, who will be responsible for assessing the mitigation measures.

3.2. Requests for information

According to Section 6 of the Transparency Act, any person has the right to information from an enterprise regarding how the enterprise addresses actual and potential negative consequences.

Since the Transparency Act entered into force in 2022, Aize has not received any requests for information. Aize has included contact information on its webpages to ensure that any information requests are received and handled in accordance with the Transparency Act. The contact email is transparency@aize.io.

As of the date of publishing this report,  there has been no requests made under the Transparency Act.

3.3. Aize’s Code of Conduct

Aize’s Code of Conduct includes, among other items, a whistleblowing system. The system may be used by employees and non-employees to report potential or suspected breaches of basic human rights and decent working conditions. The primary whistleblowing channel is internally in Aize, but Aize has also established an external whistleblowing channel with an independent third party supplier. The Code of Conduct also contains other necessary principles to ensure a safe and secure working environment, both for employees in Aize and in Aize’s suppliers.

Aize continues to maintain requirements and expectations for suppliers through its vendor approval process and supplier onboarding procedures.

3.4. Additional Measures Relating to Equal Opportunities and Working Conditions

As part of its ongoing work to safeguard human rights and decent working conditions, Aize continued to focus on equal opportunities, non-discrimination and a safe working environment.
During 2025, Aize continued its collaboration with ADA, an initiative at the Norwegian University of Science and Technology (NTNU) that seeks to increase female participation in technology-related education and careers. As part of this collaboration, Aize participated in workshops and discussions relating to recruitment practices and barriers affecting women entering the technology sector.

Aize also continued its efforts to improve gender balance in recruitment processes. This included monitoring candidate gender distribution on a voluntary basis, applying gender-decoding methodologies to job advertisements and strengthening outreach to female talent for technical roles where women remain underrepresented. Recruitment-related training included awareness of unconscious bias and equal opportunity principles.

To support a safe and respectful working environment, Aize conducted se training for employees in 2025. The training focused on recognising inappropriate conduct, understanding reporting obligations and ensuring that employees are aware of the available channels for raising concerns. Employees may report concerns through management, the People team, employee representatives, internal reporting tools or an independent external whistleblowing channel.
As part of its equality and inclusion work, Aize also reviewed employee feedback and retention data to better understand factors influencing employee experience, career development and employee turnover. This work included consideration of whether there were barriers that could disproportionately affect particular groups of employees and identifying opportunities for improvement.

In addition, Aize shall participate in STEM Oslo (September 2026) and similar initiatives aimed at increasing the representation of women in software and technology professions. Through engagement with students and early-career professionals, Aize sought to strengthen awareness of career opportunities in the technology sector and support increased female participation in the industry.

 

3.4. Policies and procedures

In addition to the Code of Conduct, Aize developed and implemented procedures and policies directly related to the Transparency Act in 2022. The policies and procedures, which have been resolved by the Board, include:

• anchoring the Transparency Act work with the Board;
• nominating an operational Transparency Act Responsible;
• contact information on Aize.io in case of information requests;
• instructions for the Transparency Act Responsible;
•  developing a Self-Declaration Form (see below); and
• procedures for assessing received Self-Declaration Forms, and instructions to the personnel responsible for assessing the forms.
• maintaining and improving supplier onboarding and approval procedures.
• applying a vendor approval process that includes risk-based supplier assessments relevant to human rights and decent working conditions;

3.5. Self-Declaration form

In 2022-2023, Aize developed a questionnaire with various questions relating to company size, location of business, health and safety issues, labour rights and other issues (a “Self-Declaration Form”). The Self-Declaration Form was sent out to selected suppliers to obtain information for a risk-based mapping.

Based on experiences through the abovementioned mapping, Aize has since developed the Self-Declaration Form, and use it when needed, towards suppliers, potential business partners and other relevant parties.

4. SUPPLIER MAPPING

4.1. Introduction

During 2025, Aize has continued to assess suppliers through its vendor approval process. Relevant suppliers are reviewed prior to engagement, taking into account factors such as the nature of the supplier's business, geographic location and potential risk factors relating to human rights and decent working conditions.

The vendor approval process forms part of Aize's ongoing due diligence work under the Transparency Act.

No information identified through the vendor approval process indicated actual or potential adverse impacts on human rights or decent working conditions requiring further investigation or mitigation measures.

For 2025, Aize did a review of certain agreements related to hired labor and consultancy work, connected to on-premise work for Aize. The risk assessment related to the conditions covered by the Transparency Act, was a part of a broader review. As a part of the review, Aize also assessed whether there was a risk of workers working for Aize through the relevant companies, having inadequate pay and working conditions.

The conclusion is that we consider the risk of negative actual or potential consequences for fundamental human rights and decent working conditions for such workers to be low. We will not go into details about the conclusion as it relates to individuals. However, the conclusion was based, among other things, on the fact that the relevant workers have highly sought-after expertise that is difficult to obtain and are therefore very much in demand in the labor market.

4.2. Summary of the mapping

Aize has performed a due diligence as described above. The due diligence relates to several topics, including (but not limited to) human rights and decent working conditions.

During 2026, Aize continued to perform supplier due diligence through its vendor approval process and supplier assessments.

The overall assessment is that the information obtained through the vendor approval process and Aize's additional review does not indicate any actual or potential adverse impact related to human rights and decent working conditions.The supplier due diligence has contributed to giving Aize a better overview of its suppliers and partners. Aize will continue its work related to suppliers to identify and assess risks of adverse impacts on human rights and decent working conditions and to take measures to stop, prevent or reduce such risks.

Aize will continue to do supplier due diligence on a running basis. Going forward, Aize will also continue to develop its supplier due diligence.

For 2025, we refer to the assessment in section 4.1.

5. RISK ASSESSMENT

Aize, with headquarters in Fornebu, Oslo, and offices in Aberdeen, Scotland, and Houston, Texas, offers oil and gas companies software for operational data collection and systemization. Aize is committed to adhering to high working conditions and human rights standards in each region, complying with local laws and international standards. 
In Fornebu, Aize operates under Norwegian laws known for strong labor protections. In Aberdeen, Aize upholds UK labor laws, and in Houston, it aligns with US federal and state-level labor standards.

The data within Aize is primarily third-party information related to customers’ physical assets. Aize implements stringent data privacy and protection measures. Aize is mindful about the potential challenges related to monitoring of individual users, and whether customers shall get access to information about the individual user’s use of Aize.
While Aize’s operations is considered low risk, oil and gas globally have some higher risks in certain markets. Aize is continuously considering and mitigating this risk when entering business partnerships with customers and suppliers.

Based on the information that has been reviewed, the risk of violations of basic human rights and decent working conditions in its own operations, and with suppliers, is low. Aize has not uncovered actual negative consequences or a significant risk of negative consequences through the risk assessments that have been carried out. A large portion of Aize’s suppliers are software companies and suppliers related to ordinary office operations. Reference is made to Aker’s Transparency Act report, which includes a risk analysis of different county-sector areas.

The company has therefore found no need to implement mitigation measures at this time. The company will continue the ongoing work of mapping its own operations and suppliers. 

6. CONCLUSION

The Board has found the risk of breach of basic human rights and basic working conditions by Aize’s suppliers to be low. Aize has not identified any actual or potential adverse impacts on human rights and decent working conditions related to its business. Consequently, the Board has not found a need for initiating any mitigation measures as of the date above.

On 29 June 2026, based on the information that emerges from the report and other underlying documentation, the Board’s assessment is that Aize meets the requirements set out in the Transparency Act.

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This report has been reviewed and signed off on by the board of Aize AS and Aize Holding AS.

This report has been reviewed and resolved by the board of Aize AS.

 

On behalf of the board,
Jarle Skrebergene
CEO