Healthy working lives

Within the priority Healthy Working Lives, we focus on 5 subareas:

 

1. Job Creation 

During the high season from April to October, there is a great need for many employees to process the fish and shellfish catches that are landed. The greatest risk is therefore a shortage of manpower.

Today, women account for around one third of the production workforce in Greenland. The aim is to employ a relatively balanced combination of the two genders, as this ensures fruitful cooperation and a good working atmosphere.

Goals

• Policy and plan for adjustment of the labour supply to include more workforce groups, including women, seniors, and young people aged 15-18, in relevant job functions
• Implementation of equipment to alleviate the effects of demanding physical work

Results 2023

• Use of other types of freezers and lifting equipment to eliminate heavy lifting

2. Gender Breakdown of the Executive Management Levels 

Royal Greenland believes that diversity is important in order to have a healthy balance between gender and different competencies in the company and thus create a good basis for well-being. We consider well-being in the workplace to be crucial for retaining and attracting new employees.

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. 

Goals (according to the Equal Gender Policy and §99b)

• Equal composition of men and women in Royal Greenland's Supervisory Board
• Minimum 26% of the under-represented gender (women) in the next management levels, in line with the Equal Gender Policy
• Reporting according to updated Danish legislation §99b

Results 2023

• Royal Greenland's Supervisory Board comprises three women and four men, i.e. a 43%/57% distribution between women and men
• The underrepresented gender, according to the Equal Gender Policy, has increased from 14% to 18%
• In Royal Greenland's other management levels, cf. §99b, there are 35 members and the underrepresented gender accounts for 23%.

 3. Working Environment 

We see great potential in promoting a good and uniform working environment by taking a systematic approach that is described in a simple overall working environment system for the Group. Uniform procedures can be set up, and tools can be created that are adapted to local conditions.

Goals

• Max. 7.0 occupational injuries per 100 FTEs and
• Max 3.0 occupational injuries per 100 FTE with more than one day of absence

Results 2023

• 7.0 occupational injuries per 100 FTEs in Greenland, and 4.5 occupational injuries per 100 FTEs in other countries
• 2.6 occupational injuries per 100 FTEs in Greenland, and 2.8 occupational injuries per 100 FTEs with more than one day of absence in other countries

  

4. Ethical Supply Chain Management, Human Rights and Due Diligence  

Royal Greenland operates in value chains across national borders, legislation and cultures. Royal Greenland's Supplier Code of Conduct (SCOC) ensures a set of minimum rules for our suppliers, based on internationally recognised standards (ILO, IMO and UN). By signing our code, suppliers undertake to work in accordance with these rules.

Goals

• Compliance with Royal Greenland's supply chain management system and required third-party auditing of raw material and end-product suppliers from high-risk countries, as a minimum every second year.
• 100% approval from suppliers in high-risk countries

Results 2023

• Suppliers from high-risk countries show 100% approval
• Suppliers from medium-risk countries show 82% approval
• Suppliers from low-risk countries show 66% approval

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.  

Goals

• Ensure that our emplyees are aware of the risks and consequences of corruption
• Prevention of complicity in corruption, abuse of power or violations
• Whistleblower scheme for Royal Greenland employees

Results 2023

• There were no corruption cases in 2023
• Training of new employees
• One case has been reported via the whistleblower scheme