Statement 2016/2017 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 2016/17. 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 status of this statement concerns the Group with exception of Carpet Concept, who became part of the ege Group as of 01.12.2016. 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 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 two of the four members elected are women, i.e. 50%, which fulfills the legal requirements regarding gender balance and meets the target set. • 30% of all new managers must in the future be women During the financial year 2016/17 14 changes/new appointments/promotions at Group management level have taken place, of which 6 are women – corresponding to 43% and therefore meets the stated goal.
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