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Healthy working lives

Our goals and ambitions for a healthy working life are based on UN Sustainable Development Goal no. 8

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We want to create an integrated occupational health and safety management system with an environmental management system, that protects the physical and psychological working environment and the well-being of all employees. We set the same requirements to our suppliers as we do to ourselves.

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.

Royal Greenland believe 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 employees and attracting new employees.

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

 

2. Gender Breakdown of the Executive Management Levels 

Royal Greenland has for several years had a board with an equal gender balance. In 2023 the share was 43% woman and 57% men.

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. 

 

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.

Focus on well-being

Every other year, Royal Greenland conducts an employee satisfaction survey (MTU) in Greenland. The most recent survey, in 2023, involved 1,091 employees, with a response rate of 79%.

The 2023 MTU showed the best-ever results for well-being and reputation. Job satisfaction at Royal Greenland was measured at 82%, compared to a benchmark of 77% for other companies in Greenland. Loyalty to the company was 85%.

Employees’ satisfaction with the content of their jobs and with cooperation increased to 85% from 79% in the previous survey. This increase can be traced back to the many initiatives taken in recent years, such as Sulisa+ at the factories, bootcamps for managers, trainees and apprentices and, not least, Siukkaat, a course with focus on employee co-involvement. On top of this comes the general managers’ efforts to create and maintain a good working environment.

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

Royal Greenland operates in value chains across national borders, legislation and cultures. We divide our suppliers based on which country they come from, in low, medium and high-risk countries. Royal Greenland's Supplier Code of Conduct (SCOC) ensures a set of minimum rules, based on internationally recognized standards (ILO, IMO and UN). By signing our code, suppliers undertake to work in accordance with these rules. Suppliers from medium and high-risk countries also answer a questionnaire.

5. Anti-corruption and fraud

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 organisation.

To increase risk awareness, employee training is very important. If criminal activity is discovered in the company, the whistleblower scheme can be used.