Each year, Energinet.dk makes procurements to the tune of billions of kroner, and much of its procurement takes place on international markets. Through socially respon-sible procurement, Energinet.dk wants to help ensure that the UN’s ten principles are respected. In connection with tenders, suppliers are expected to confirm that they also respect these principles and comply with
Energinet.dk’s requirements for responsible procurement.
Energinet.dk regularly conducts risk assessments of the enterprise’s suppliers, if necessary following up with au-dits.
Human resources
Energinet.dk is continually focusing on ensuring proper pay and working conditions for the enterprise’s employ-ees. It is important for Energinet.dk that employees have a good work-life balance, a high level of job satisfaction and that there is scope for professional and personal development.
This is evident in the enterprise’s health policy, retention policy in cases of long-term illness, senior policy and a number of other benefits for Energinet.dk employees including healthy meals, access to fitness facilities and annual voluntary health checks. Moreover, in addition to the standard maternity leave for women, Energinet.dk offers twelve weeks on full pay. Twelve weeks of paid leave is also offered to fathers with children aged 0-5 years.
In 2013, Energinet.dk increased its focus on employee efficiency and performance, introducing performance interviews for employees with their immediate superiors at least every two weeks. The focus has been on ac-knowledging results and identifying challenges and
pos-sible solutions as well as setting targets for the coming period.
Health and safety
In 2013, the health and safety organisation was working according to the work programme prepared at the end of 2012 on the basis of the new rules issued by the Danish Working Environment Authority regarding the organisation of occupational health and safety tasks.
However, fulfilling all the goals has proved difficult. This has been taken into account when preparing the work programme for 2014.
In 2013, there were two reportable occupational injuries among Energinet.dk’s employees. There were three re-portable occupational injuries in 2010, three in 2011 and none in 2012, which are very low figures compared to Danish industry in general.
In 2011, Energinet.dk started registering the number of reportable occupational injuries experienced by external consultants, suppliers and contractors when working on or in Energinet.dk’s installations or buildings. Three re-portable occupational injuries were registered in 2011, nine in 2012 and thirteen in 2013. All the incidents have been studied in cooperation with the contractors, and the necessary measures have been implemented. We are
pleased that neither high voltage nor gas were the rea-son for any of the injuries.
In connection with increasing levels of activity on con-struction projects, strong focus will remain on the ow-ner’s statutory coordination of the working environment at the construction sites. In this context, there will be a constant focus on streamlining and optimising the ma-nagement systems utilised to ensure continued high focus on health and safety at the construction sites.
Equality and diversity
It is Energinet.dk’s goal that, in 2015, the gender compo-sition of executive pocompo-sitions and management specialist positions will reflect the overall gender composition of the workforce. This means that 30% of all managers must be women. In 2013, this figure was 20%.
To achieve its target, Energinet.dk is focusing on any invisible barriers that might exist that prevent women from being recruited to management specialist positions in Energinet.dk, for example by ensuring that job ads appeal to both men and women. In addition, efforts are being made to ensure that at least half of the places on Energinet.dk’s internal talent programmes are filled by women.
Energinet.dk acknowledges the strength of having a diverse workplace. In addition to wanting employees of both sexes, efforts are also being made to support diver-sity with respect to age, ethnic background, educational background etc.
Equality on the Supervisory Board and Executive Board In 2013, a new set of rules was adopted regarding equal opportunities for the under-represented gender in the enterprise’s management. The rules require that targets be set and that an equality policy be adopted.
Energinet.dk’s Supervisory Board is excepted from the rules on setting targets, both for the three employee representatives who are members of the Supervisory Board and for the eight members who are appointed by the Minister for Climate, Energy and Building. When ap-pointing members, the minister must ensure a balanced gender composition of the Supervisory Board. At the moment, the members of the Supervisory Board ap-pointed by the minister comprise three women and five men; ie the female members account for 37.5%.
Today, the boards of the enterprise’s subsidiaries are not characterised by gender equality as in most cases the Board of Directors is made up of the Executive Board, and thus comprises three men. The goal is expected to be fulfilled in 2014.
For other management levels in the enterprise,
Energinet.dk has defined gender equality targets as per the previous section.