Statement 2017/2018 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 2017/18. The stipulated targets for the senior management apply for the parent company, for whom reporting is conveyed, while targets and action plans for other management teams apply for the entire Group. The adopted policy regarding workforce diversity applies at Group level. 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 the company”. There are 4 levels of management within the Group: executive managers, brand-/factory-/HQ-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. Overall objectives In 2017, we set the following goal: • The proportion of female managers of the Group is maintained at a minimum of 30%, and it is aimed that the distribution of men and women at management level by 2022 reflects the distribution of men and women in the Group in general. A concrete action plan has been established to achieve the set goal. However, to interpret the action plan it is important to know that staff turnover in general is low in the ege Group. 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 As per 30.04.2017 30% of all managers in the ege Group were women. As per 30.04.2018, the figure is 31% which is a slight improvement due to the fact that only a few changes have been made at management level. At the same time, the figures from Carpet Concept are included. The goal to retain women in management is met. Status on action plan Recruitment at all management levels takes place according to the action plan, i.e. efforts are being made to seek equal gender distribution wherever possible while emphasizing the candidate’s qualifications, both professional and personal, as well as taking staff composition into consideration in order to promote diversity. In connection with the new Group structure as of 1 May 2018 two female leaders have been appointed. Furthermore, as of the same date Hammer Tæpper A/S has employed a new female export manager at middle management level which will probably affect the accounting figures positively next year.
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