Annual Report 2023

Annual Report 2023DIVERSITY AND INCLUSION Overall, our employees represent great variety in terms of genders, ages, nationalities, educational backgrounds and experience, and our various business areas require a wealth of professional skills. We need diversity to develop and deliver the solutions of the future. We must not only move with the times. We must help shape them. We can only do this if all types of employees thrive and unfold their full potential. Diversity is pivotal for the results we create. In addition to ensuring continued diversity, we strive to create an inclusive culture. Our diversity strategy is based on an overarching vision of diversity. Everyone should have the opportunity to join in, engage and grow. We want our employees to feel that they can be who they are, and we want them to feel part of a community where they can safely realise their full potential on equal terms with their colleagues. We strive to never discriminate on the basis of gender, age, background, ethnicity or sexuality. We build and support a culture that promotes collaboration and fairness, and which gives each and every employee the opportunity to contribute and develop their full potential. We recruit and hire without bias from a qualified and diverse group of potential candidates to ensure breadth, commitment and value. We hire and train managers who are committed to building – and leading in – a diverse environment that inspires an inclusive culture, and who are able to support and unleash potential. We demonstrate responsibility by gauging and following up on our employees’ commitment, well-being and views on workplace diversity and culture. Our employees have often been with us for many years, and the retirement age is increasing. It is important that our insurance policies support this development. Therefore, in 2023, we changed our critical illness and life insurance policies in Denmark with the effect that our employees are now covered until they reach the age of 75 as opposed to 70 before. We measure how our employees experience diversity and inclusion in the workplace as it affects their commitment. This is done annually via our employee satisfaction survey, Celsius, and in 2023 we saw progress on two out of three metrics with an overall score of 77. Managers subsequently discussed ways of improving inclusion in their department with their team, thereby strengthening DLG’s overall business results. WORKING GROUP FOR DIVERSITY AND INCLUSION We strive to raise awareness of the opportunities associated with having an inclusive culture across the group. This is done through our various DEI (Diversity, Equity & Inclusion) initiatives, and we are developing a number of processes to support our DEI efforts and ensure that they are a naturally integrated part of our management practices. In spring 2023, the Executive Committee and all managers in the Danish part of the business learnt how bias affects our decisions and judgment. AGE DISTRIBUTION IN DLG Historically, the DLG Group has had a very loyal workforce, and so we have an increasing share of employees who have been with us for a long time and who belong in the older age groups. This highlights the age-based diversity of the group, but also the need to attract and retain new employees while retaining the knowledge and experience of our existing employees across the generations. Therefore, a project focusing on employer branding was launched in 2023 to help attract employees in future. 61-70 YEARS 11.8 % >70 YEARS 0.5 % ≤40 YEARS 36.6 % AGE DISTRIBUTION AMONG EMPLOYEES 41-50 YEARS 20.1 % 51-60 YEARS 31 % 58 DLG ANNUAL REPORT 2023Side 57Side 59