Status of the overall objectives At the ordinary General Meeting 31.08.2018, a female member of the parent company’s Board of Directors resigned and a male member was elected instead. The proportion of the underrepresented gender (at present women) thereby decreased to 25%, since only 1 of the 4 members elected by the General Meeting is a woman. As per 30.04.2018 31% of all managers in the ege Group were women. As per 30.04.2019, the figure is 28%, that is, a decline due to the fact that there have been reorganizations, whereby management positions have been closed down, and the number of managers has been reduced. Status on action plan In connection with the selection of possible Board candidates, there has been focus on maintaining the proportion of at least 40% women. However, the primary focus has been on choosing a candidate with the right qualifications, since a broad professional Board of the parent company is needed to strengthen the Group’s opportunities in an increasingly harsh market. Recruitment at other 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. 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. • Target figures and action plans are communicated to the Group. It is clearly stated that it must be possible to be a leader in the ege Group and still maintain a good balance between job and family life. • Internal management training has been established, among other things focusing on communication and recognition, which has documented significant influence on women’s desire to seek leadership positions. 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. Overall objectives in the future A new target is set for the Board of Directors • Within the next four years (from 2019), the aim is to increase the proportion of the under-represented gender among the members elected by the General Meeting from 25% to a minimum of 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 plans The Board of Directors will continuously make an active effort to attract female candidates with the right qualifications in the future. 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.
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