HUMAN RIGHTS UN PRINCIPLES REGARDING SOCIAL RESPONSIBILITY AND SUSTAINABILITY As a company, we should: 1. Support and respect the protection of internationally-proclaimed human rights, and 2. Ensure that we are not complicit in human rights abuses. POLICIES Danish Agro respects and supports internationally-recognised human rights throughout its business. That means that we support and respect international agreements on human rights. Danish Agro does not accept forced or child labour, and we respect the right of our workers to organise and take part in collective bargaining. We also observe all applicable standards concerning working hours throughout the group. Finally, we ensure that wages comply with the law and industry standards in the countries in which we are active. ACTIVITIES AND RESULTS The group’s support and respect for international conventions on human rights is reflected internally within our organisation, including in our HR policies, and externally in the trade and collaboration activities we engage in internationally. In 2018 Danish Agro worked with the Committee on Good Corporate Governance’s recommendations of 6 May 2013. ’Good Corporate Governance’ is a universal term for a number of actions and initiatives that form part of good management of large companies. The recommendations are accessible on the committee’s website at corporategovernance.dk. The Supervisory Board takes these recommendations into consideration. They are part and parcel of any Board discussion or evaluation of the need to bring in experience and expertise, and the guidelines compiled for its dealings with the Executive Board. At its AGM in 2018, Danish Agro was asked to carry on the process of revising its Articles of Association to describe a delegated assembly that will be responsible for appointing directors to the Supervisory Board, amongst other things. The revised articles will be presented as a motion at the general meeting in 2019. The objective is for such a delegated assembly to be able to strengthen the democratic representation regardless of regions, farm type and the competencies of the company’s members. We have also quantified targets and policies for gender equality in the management team, and reporting for the same. Danish Agro operates within a male-dominated industry, and it is generally difficult to attract women to board and management posts in the agribusiness industry. Nine members were elected to the current Supervisory Board at regional meetings, all of them men. Danish Agro believes in diversity – including gender equality on the Supervisory Board. Diversity has to be prioritised, but not at the expense of the competences needed. Our objective for the gender composition of Danish Agro’s Supervisory Board adopted at the AGM in 2018 was to increase current female representation to 15% (equivalent to 1 person). This objective for greater diversity has not been reached, primarily because there have been no changes in board members, and the objective must also be viewed in the light of it requiring Danish Agro to be able to attract a higher proportion of women on the board than the average number of female self-employed farmers. Danish Agro’s Supervisory Board will continue to work for greater diversity in its composition, and a new objective has therefore been set. Our objective for the gender composition of Danish Agro’s 4
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