• 30% of all managers must by 2017 be women As per 30 April 2016 the proportion of female managers constitutes 27%, which is largely unchanged compared to last year. As of 30 April 2016 female managers of the ege Group constituted 27%. As of 30 April 2017 the percentage of female managers makes up 30%, i.e. an increase of 3% points which mainly is due to new appointments and promotions at Hammer Tæpper, ege GmbH and ege france. The goal is achieved. Status on action plan At the annual general meeting of egetæpper in August 2016 a new female member was elected to the Board of Directors. Recruitment at other management levels is done according to the action plan, that is endeavoring to seek a gender balance where possible, emphasizing the candidate’s qualifications, both professional and personal, just as staff composition is taken into consideration in order to promote diversity. 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 it has 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 done 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 No new targets are set for the Board of Directors. At other management levels, the following new targets are set: • 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.
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