Sustainability Report 2022-23 paperturn - Flipbook - Page 33
PEOPLE
Work environment
Status 2022/23
Goals towards 2024/25
Focus is on creating a good work environment.
ISO 45001 certification of Gabriel A/S.
Gabriel registers all both minor and major workplace
accidents, and all companies in the Group are obliged to register and report all incidents.
Knowledge sharing across the Group and implementation of best practice.
No fatal accidents.
Our efforts in this field are preventative, and the focus area
is audited.
Employee retention
Initiatives that support employee well-being and job satisfaction are continuously implemented, including, for example,
regular employee development interviews, training and education, development programmes, employee benefits as well
as various health and welfare initiatives.
The need for flexibility evolves throughout life, and Gabriel
provides employees with the opportunity to adapt their worklife to life in general. Our Flexible Working Policy/Work Life
Balance Policy is designed to meet employees’ varying needs
and defines solutions that enable employees to better reconcile work, family, and private life while aligning with the
company culture.
Reduction of significant and minor accidents.
Our goal is to increase the representation of the
less represented gender by at least 10% every other year in business units with less than 20% of the
underrepresented gender.
In business units with less than 20% of one gender,
priority areas will be identified, and action plans
will be developed.
See Gabriel’s Diversity Policy on gabriel.dk for
information about the policy to increase the representation of the underrepresented gender in
the board.
In 2022/23, the retention rate is 95% for new employees
where Gabriel Group HR was involved in the recruitment process.
In 2022/23, the retention rate is 95% for new employees
where Gabriel Group HR was involved in the recruitment process.
Diversity, equality,
and inclusion
New goal.
In 2023/2024, Gabriel will make a particular effort
to inform leaders within the Group about Gabriel’s
focus on diversity, equality, and inclusion. This
applies to both existing initiatives and policies as
well as efforts and new initiatives for the coming years.
Diversity, equality,
and inclusion
New goal.
It is Gabriel’s goal to implement more initiatives
to increase opportunities for diverse recruitment.
This includes efforts to create more inclusive job
advertisements, emphasising that all candidates,
regardless of age, gender, ethnicity, physical and
mental abilities, etc., are welcome applicants. The
desire to eliminate bias in the recruitment process,
for example, is manifested in encouraging candidates not to include photos or specify age, gender,
etc., on their resumes. As a Group, we aim to influence both managers and HR functions to eliminate
bias in all selection and development processes.
As a company, Gabriel is obliged to influence both
managers and HR functions.
Efforts will be targeted and action plans will be defined with the aim of creating and ensuring better
opportunities to attract applicants of all genders to
traditionally gender-specific jobs, including physically demanding work, for example.
Diversity, equality,
and inclusion
New goal.
Gabriel will join and support the use of the ”Sunflower Lanyard”, which is an international symbol that can be worn voluntarily by individuals
with invisible or hidden disabilities or conditions.
The sunflower signals that someone may need
more assistance, extra patience, or time, creating
greater comfort for the wearer. As a result, they do
not have to explain or express any need for special
consideration.
Learn more: Not all disabilities are visible (hdsunflower.com)
Diversity, equality,
and inclusion
Most of Gabriel’s locations already have facilities that make
it easier for employees with physical disabilities to move
around the company. This includes accessible restrooms,
electronic doors, height-adjustable desks, lifts, and more.
In the coming years, it is our goal to implement
similar initiatives in the rest of the Group’s units
where possible.
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