Company type
Limited Corporation
1,025 MDKK
Gross profit
Operating Profit (EBIT)
Profit for the Year

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Rank Profit for the Year

Rank in industry
"Top 10%"
Rank in Denmark
"Top 10%"

Top management Top 3

Claus Bachmann 6Director

Board Top 3

Morten Kelstrup 15Chairman of board
Klaus Greven Kristensen 12Boardmember
Jesper Ridder Olsen 17Boardmember

Legal owners Top 3

100%Maersk Drilling A/S

Rights certificate

Selskabet tegnes af to medlemmer af bestyrelsen i forening eller af et medlem af bestyrelsen i forening med en direktør.

Company information based on CVR

NameMaersk Invincible Norge A/S
AddressLyngby Hovedgade 85, 2800 Kgs. Lyngby
IndustrySupport activities for petroleum and natural gas mining [91000]
Established15-04-2013 (7 yr)
Company typeLimited Corporation
Number of employees (CVR)
Advertising protectionNo
AuditorPricewaterhousecoopers Statsautoriseret Revisionspartnerselskab since 15-04-2013
Financial statement period01-01 to 31-12
Company capital500,000 DKK
Articles of assoc. last14-10-2016

Member of industries


Selskabets formål er drift af den indlejede Maersk borerig "Maersk Invincible" og anden hermed beslægtet virksomhed.

Financial Statement

Currency/unit000' DKK000' DKK000' DKK
Gross Profit
Profit for the Year
Total Assets

Mangement review

Goals and policies for the underrepresented gender
For The Company, safety is a top priority. It is an unwavering commitment, rooted in our Core Values. Safety permeates everything we do and stand for, onshore and offshore, and it is the foundation for delivering reliable and efficient operations to our customers. Our ambition is to have zero serious incidents.
In 2019, The Company made it one of its top four strategic priorities to develop and implement new approaches to safety in the entire organisation. In addition to our tried and tested safety practices and management systems, we have shared the learnings and results of this new approach with the wider industry as we consider safety to be a priority that transcends commercial interests.
At The Company, we firmly believe that by conducting our operations through sustainable practices, we ensure a sound and viable business for the future. We have a responsibility to the people who work for The Company, but also to the people and the environment which are affected by our Company.
Please refer to our full report on sustainability pursuant to section 99a of the Danish Financial Statements Act which can be found online at
The composition of the Company's board meets the requirements on diversity among the Company's shareholder-appointed board members with respect to the underrepresented gender.
The Company adheres to the Policy on Diversity and Inclusion in Maersk Drilling which was adopted at the board meeting of The Drilling Company of 1972 A/S on 2 April 2019. The Company does not discriminate based on age, gender, nationality, socioeconomic background, disability, religion or sexual orientation. We believe that diversity and inclusion can contribute to improved performance and high quality decision-making, and is essential to innovation and organisational learning; critical elements to maintaining our position as a leading player in the offshore drilling industry.
In the oil and gas industry, diversity can be a challenge and women continue to be underrepresented. The Petroleum Equipment and Services Association in 2018 found that only 15% of the worldwide oil and gas workforce is female, and even fewer hold technical and management roles. With a traditional stronghold in the North Sea, the majority of The Company's workforce is Scandinavian or British nationals.
Our share of female employees increased from 10% in 2018 to 13% in 2019 and the share of female leaders rose slightly from 10% to 11%. Offshore, women only make up 2% of the workforce, all employed in non-managerial positions. Onshore, women represent 37% of our workforce. Female leaders made up 23% of our onshore leadership in 2019 compared to 24% in 2018. Our ambition is to ensure that more women progress into senior leadership positions.
We believe that strengthening our pipeline of female talent and leadership, on- and offshore, will increase diversity. In order to achieve this, we aim to address structural and cultural barriers by:
Enhancing recruitment – through awareness of biases in candidate selection and by applying a structured assessment process.
Promotions – through consideration of a broader and more diverse candidate field for leadership positions.

Succession planning – through identifying diverse successors with a special view to senior management positions.
Acceleration programmes – through putting a diverse selection of employees on a targeted career path.
In 2020, we will initiate a process to further explore the cultural and behavioural barriers to diversity in The Company's leadership on- and offshore, with the aim of identifying additional responses to the diversity challenges. Our ambition extends beyond gender to include other diversity parameters, such as nationality and age. Alongside these efforts, we will continue to build awareness of the benefits of an inclusive culture through training and communication.