Corporate Social Responsibility 2021 - Flipbook - Page 14
INDUSTRIENS PENSIONSFORSIKRING A/S
2021
CORPORATE SOCIAL RESPONSIBILITY REPORT
Total energy consumption increased from 2020 to
2021, primarily due to a higher level of activity in
the owner-occupied property in 2021 compared
to 2020, when the property was periodically
closed down due to COVID-19.
It is important for Industriens Pension that
employees are well-educated, competent and
innovative, and Industriens Pension provides a
framework for this through continuing training,
skills-upgrading and development.
Social aspects and aspects related to employees
Industriens Pension is a knowledge-based
company, with employees as its most important
resource. There is focus on equal opportunities
and a gender-balanced staff composition.
Moreover, employing students and trainees helps
to secure a strong recruitment base - for
Industriens Pension and for the sector in general.
There were six trainees in 2021, and all trainees
who completed their
traineeship were
subsequently given permanent employment at
Industriens Pension.
A healthy and inspirational working environment,
with focus on promoting well-being, diversity and
labour rights, and countering discrimination
provides the best foundation for delivering good
results to members and companies and making
sure they have a positive perception of Industriens
Pension.
Members and companies should not only see
Industriens Pension as a profitable and attractive
pension company, but also as a company where
the internal work climate has a positive effect on
the services provided and on the innovative and
socially responsible products and solutions
offered.
Table 5
Industriens Pension offers a flexible employment
framework, allowing employees to work part time,
on a flexible job scheme or under a senior-policy
scheme.
Through regular work climate surveys, occasional
SPOT surveys (surveys of health and safety at work)
and statutory workplace assessments, Industriens
Pension collects important data about the
organisation as part of targeted work by managers,
cooperation committees and the health and safety
organisation.
The purpose is to promote individual employees’
commitment and well-being to achieve the
mission and vision of the company in the best
interests of members. A work climate survey
conducted in 2021 showed a very high satisfaction
score and progress in all significant areas. The
result of the survey is particularly satisfactory in a
time with COVID-19 and many employees working
from home.
Among other things, the metrics reveal a 20%
difference in salary 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 taken into account when recruiting, as
diversity leads to better results.
Gender diversity
Industriens Pension supports equal pay between
genders, if responsibilities, tasks and seniority are
comparable.
The Board of Directors has adopted target figures
and policies for the gender mix in the Board of
Directors and at other managerial levels. A target
figure has been set so that a gender is considered
as underrepresented on the Board of Directors if
it represents less than 20%. For other
management levels, the target figure has been set
at 40%.
At the end of 2021, both targets had been met.
Developments in Industriens Pension’s social ESG
metrics are specified in table 5.
Social data
Full-time equivalents (FTE)
INDUSTRIENS PENSION’S OWN CIRCUMSTANCES
Table 6
2021
2020
Governance - management data
2021
2020
207.3
201.8
Gender diversity in the Board of Directors (%)
21.4
14.3
Gender diversity (%)
43.7
49.2
Attendance at board meetings (%)
94.5
92.9
Gender diversity for other management levels (%)
40.0
37.5
Pay gap between the CEO and the employees (factor)
7.7
8.0
Pay gap between genders (factor)
1.2
1.3
Employee turnover rate (%)
14.9
12.2
Sickness absence (days/FTE)
5.0
4.5
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