Corporate social responsibility 2020 - Flipbook - Page 19
INDUSTRIENS PENSIONSFORSIKRING A/S
RAPPORT OM SAMFUNDSANSVAR 2020
promote decent work for all. To support this
goal, at the end of 2018, we entered into a
consultancy agreement with Specialisterne, a
firm that aims to create 1 million jobs worldwide
for people with autism by 2030. Focus is on
neurodiverse people, a vulnerable group, often
with an unfulfilled potential. This group of
‘specialists’ is characterised by being able to
deliver extraordinary results if they are offered
the right conditions and framework for their
work.
At our companies and members service
department (Virksomheds- og Medlemsservice),
we have established such a framework and
employed two skilled ‘specialists’ in an
environment characterised by diversity and
social cohesion.
Developments in our social ESG metrics are
specified in table 5.
The metrics show a 30% pay gap between the
genders. This difference is not an indication that
we do not have equal pay, but rather that several
specialist jobs attracting the highest wages, for
example in the investment area, are dominated
by male employees. This issue is considered in
connection with new employees, as we are
convinced that diversity leads to better results.
Gender diversity
The Board of Directors has adopted target
figures and policies for the gender mix in the
Board of Directors and at other managerial
levels.
than 20%. For other management levels, the
target figure has been set at 40%.
At the end of 2020, the Board of Directors of
Industriens Pension comprised two women and
11 men. Consequently, the share of the
underrepresented gender does not meet the
target gender mix stipulated for the Board of
Directors.
SOCIAL ASPECTS AND ASPECTS RELATED TO EMPLOYEES
Table 6
Governance - management data
2020
2019
Gender diversity in the Board of Directors (%)
14.3
14.0
Attendance at board meetings (%)
92.9
94.0
8.0
8.2
Pay gap between the CEO and the employees (factor)
When recommending future members for
election to the Board of Directors, the Board of
Directors will therefore recommend a person of
the under-represented gender, unless another
candidate is considered to be more qualified for
nomination for election to the Board of Directors.
The Board of Directors will strive to achieve the
target figure by no later than 30 June 2022.
Developments in our governance and
management key figures are specified in table
6.
With regard to other management levels executive directors, heads of department and
team leaders with management responsibility the mix at the end of 2020 was eight women and
15
men,
which
means
women
are
underrepresented. Future recruitments will take
this into account as one of the aspects
determining the final choice.
Industriens Pension supports equal pay
between genders, if responsibilities, tasks and
seniority are comparable.
Target figures have been set so that a gender is
considered to be underrepresented on the
Board of Directors if it is represented by less
19
