Work continues to create an overview of all staff functions, qualifications and education plans of the Group. The following initiatives for female employees on pre-management level have been completed and will be maintained: • The HR department provides advice to managers and employees about development of competences. • Competency development has become an integral part of the annual appraisal to ensure that potential leadership talents develop in the right direction. • All employees in Herning and Gram have access to information on the intranet about the entitled amount of continuing professional development. • A local agreement with trade unions has been made regarding self-elected education of employees in Herning and Gram. • The objectives regarding promotion of female managers are published on the intranet in Herning and Gram - just as they have been communicated to the management of ege’s subsidiaries. It is clearly indicated that a leadership position at ege should be possible whilst maintaining a good balance between job and family life. Appropriate training has been discussed with female leaders. An agreement regarding the development of competences is always made in close cooperation between manager and employee. During the financial year, initiatives have furthermore been made to launch an internal management training programme which is expected to be initiated in 2018 - and in this context discussions about talent development initiatives are also discussed. Overall objectives in the future For the Board of Directors the objective is maintained that the proportion of the under-represented gender among the members elected by the general meeting must be at least 40%. At other management levels, the following targets are maintained: • 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. Action plan No new targets are set for the Board of Directors as the legislation is fulfilled. Therefore, no action plan is made. With regard to targets for all other management levels, the following action plans are continued: • Guidelines for recruiting new managers: - At recruitment, advertisement is carried out internally, externally and widely. - At recruitment, all qualified applicants will be considered for the position regardless of gender, ethnicity, religion, political opinion, age, disability, sexual orientation etc. - At external recruitment, we will when possible have at least two female candidates for each interview. - When using headhunters/external recruitment suppliers, we will - when possible - require at least 40% of the candidates to be women. • We continue to create an overview of all Group staff functions, skills and training plans, which we expect to be completed at the Group factories in Herning and Gram before the end of 2018. The Group’s other brands/ factories are awaiting the establishment of a joint IT platform. The overview will contribute to: - An objective appraisal of qualifications in relation to internal recruitment to ensure an equal evaluation between sexes. - Focus on increasing female employees’ incentive to seek management career development. - Increased focus on strengthening the personal and professional skills of current female leaders and if necessary agree on further training, as well as - Status monitoring of targets.
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