CSR 2024 UK v3 020524 web - Flipbook - Side 30
Diversity
Social
30
EMPLOYEES & SOCIETY
Diversity strengthens our business, leads to better
results, and is therefore a high priority at Frode
Laursen. For a group such as ours that operates
internationally with locations in five countries and
which employs even more nationalities, it is clear
that diversity, inclusion and the ability to understand
each other across different cultures, ages, religions
and genders are essential for the group to function
smoothly.
In 2023, we formalised our work with diversity
by launching a diversity policy. At the same time, our
leadership courses taught participants about bias.
The aim was to create an understanding of where
bias comes from and how it is possible to work with it.
Our leadership courses will also include working with
bias in the coming year.
As part of our diversity policy, the underrepresented gender is a specific focus area.
At Frode Laursen, 38% of our managers are
women, which is 2% more than in 2022, while there
has been a decline in the share of female managers,
which has decreased from 36% to 34%. The decrease
is primarily due to minor structural changes at our
logistics centres in Germany. In 2024, we will continue
working to grow the proportion of female managers,
among other things by still ensuring that both men
and women are represented at job interviews, that
job ads appeal to a diverse group of applicants, that
managers are trained to focus on diversity when
composing teams, and that a diverse group of candidates is represented on our talent and development
programme. Likewise, in the coming years, we will
work with gender distribution on the Board of
Directors and at senior management levels.
One of our objectives is that 40% of the Boards
of Directors of Frode Laursen A/S and TA-Logistics A/S
must be women. Today, the figure is 20% and 33%,
respectively.
Similarly, another objective is that 40% of
managers at ‘other management levels’, consisting
of the executive board, and managers with staff
responsibility who report to the executive board,
must be women. Today, the figure is 27%.
However, diversity is not just about gender; Frode
Laursen has many nationalities and generations
among its employees. Our employees range from
young trainees and apprentices to employees over
70 years of age who have been with the company
for 50 years.
We are proud to be a workplace for the very
experienced as well as for newcomers to the labour
market. As a company, we believe we are responsible
for training tomorrow’s clerical workers, freight
forwarders, finance workers, drivers, warehouse
workers and mechanics. At the same time, we value
the energy and drive they bring to the company.
In recent years, we have intensified our work with
trainees and apprentices, and in 2023 increased our
intake by 10%. In addition, we have devoted extra
resources to our trainees, updated our trainee and apprentice manual and held joint meetings and events.
Finally, we have conducted a job satisfaction
survey among the trainees, showing that they are
particularly happy with their colleagues, with the
quality of the training and being given responsibility for their tasks. In 2023, we had 62 trainees and
28 apprentices – our objective is to have even more
apprentices in the coming years.
