Statement 2015/2016 regarding the underrepresented sex in management cf. The Danish Financial Statement Act §99b The statement is an integral part of the management report in ege a/s’ annual report for the financial year 2015/16. The below set targets are corporate targets, as well as the policy applies for the entire Group, while the status and action plan at present are based on Herning. Launched initiatives will subsequently be implemented in the Group’s other locations in order to be extended to apply for Group level in the future. Definition of management levels The management definition of the Group reads as follows: “A manager at ege is either responsible for other employees or occupies an independent position allowing the person concerned to act on behalf of ege”. There are four levels of management within the Group: directors, managers, middle managers and team leaders. ege’s policy on diversity in management applies for all levels of management. Politics We will promote a diverse workplace and work to promote the number of women in senior positions. We will ensure that our employees are able to use their qualifications in the best possible way regardless of gender, ethnicity, religion, political opinion, age, disability, sexual orientation etc. In the longer term, we want the division between men and women at management level to reflect the distribution between the sexes in the company overall. Overall objectives In 2013, we set two specific objectives for the Group: • 30% of all new managers must in the future be women • 30% of all managers must in 2017 be women A concrete action plan has been established to achieve the objectives set. However, to interpret the action plan it is important to know that staff turnover at ege is low. We have many employees with more than 25 years of seniority, and it is often employees with many years of service, who are in charge of executive positions in the company. Thus, it is not customary to employ managers externally. Furthermore, replacement of managers is low and a quick replacement is therefore not realistic. Status of the overall objectives • Within the next 4 years (from 2015) to increase the proportion of the underrepresented sex among the members elected from 25% to a minimum of 40%. The Board of Directors consists of four members elected at the annual general meeting and two employee representatives. At present one of the four members elected is a woman, i.e. 25%, which fulfills the legal requirements regarding gender balance. There were no changes in the composition of the Board of Directors at the annual general meeting in 2015 since there was no election to the Board. • 30% of all new managers must in the future be women In total four recruitments at management level have been carried out, of which one was a woman (25%). Subsequently, the woman was headhunted for another position, and a man has occupied the job. We have had to conclude that it has not been possible to meet our objective as consideration for relevant qualifications and “right person for the job” has prevailed, just as there have been no women in the field of candidates to meet the criteria.
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