Healthy working lives
Our goals and ambitions for a healthy working life are based on UN Sustainable Development Goal #8
We want to create an integrated occupational health and safety management system (OHSMS) and environmental management system (EMS) that protects the physical and psychological working environment and the well-being of all employees. We make the same requirements of our suppliers as we make of ourselves.
Within the priority Healthy Working Lives, we focus on 5 subareas:
1. Job Creation
When employees move from one district to another, or from abroad, a number of conditions must be met.
Actions and results 2022
Our objective includes focus on women as part of the workforce. There is a wish for a balanced combination of the two genders, as this ensures a good working atmosphere. During the year, it was possible to improve the working environment at several locations by, among other things, reducing heavy lifting.
2. Gender Breakdown of the Executive Management Levels
Under Section 99b of the Danish Financial Statements Act, a company of Royal Greenland's size must set target figures for the proportion of the underrepresented gender in the executive management body, as well as for other management levels, and must also describe when the target figures are expected to be achieved.
Actions and results 2022
In 2022, for the first time in Royal Greenland's history, a female Chair of the Supervisory Board was elected. Furthermore, in autumn 2022, a new female CEO was appointed, so that the first management level below the Supervisory Board changed as from 1 February 2023. To actively increase recruitment of the under-represented gender, Royal Greenland has taken several specific measures to improve recruitment efforts. This resulted in the appointment of two women at the second management level in 2022.
3. Working Environment
At Royal Greenland, we wish to create a good framework for all employees in a safe and healthy working environment, contributing to a proud working culture.
Actions and results 2022
The number of injuries per full-time employee declined in 2022. This is very satisfactory and can be attributed to recent years' increased focus on the working environment.
The reporting of occupational injuries shows that most injuries are related to falling and tripping accidents due to slippery and uneven surfaces. Knives and non-mechanical tools are another area with a relatively high number of injuries, which also applies to falling objects that hit a toe or another part of the body. Heavy lifting is also one of the challenges at shore-based facilities.
4. Ethical Supply Chain Management, Human Rights and Due Diligence
It is our responsibility to ensure that our suppliers maintain high employee welfare standards.
Actions and results 2022
The Supplier Code of Conduct has been updated to match Royal Greenland's policy for recruitment of migrant employees, and requirement for third-party auditing (SMETA) of fish and shellfish suppliers from high-risk countries. Requirements have also been introduced for policies and strategies to reduce the climate impact on the surrounding environment.
5. Anti-corruption and fraud
Risks and opportunities
At Royal Greenland we do not tolerate any form of corrupt behavior. This might be tax evasion, money laundering, embezzlement, or bribery. We operate in many different cultures, and it is therefore crucial to clearly require the same code of conduct throughout the organization.
To increase risk awareness, employee training is very important. If criminal activity is discovered in the company, the whistleblower scheme can be used.
Actions and results 2022
In 2022, there was extensive training of employees selected on the basis of a risk analysis. In total, 212 employees from several departments across the Group attended this training. The content was expanded from anti-corruption dilemmas and procedures, to also include abuse of power and the whistleblower scheme.
