equality, including ensuring that women have full, effective participation and equal opportunities for holding management positions on all decision-making levels, and this is also the case at Danish Agro. Targets have been established for the group’s large Danish businesses, and also reflect that fact that the subsidiaries are also operating in a male-dominated industry. However, we are pleased to note that in addition to Dansk Vilomix A/S, Hatting A/S also met the target in 2020 for the under-represented gender on the Supervisory Board. For the other subsidiaries, the composition of the boards continues to be an expression of management representation. There has also been active work with the target to achieve more women in Danish Agro’s management after a policy for women in Danish Agro’s other managements was prepared. The policy is aimed at improving the under-represented gender’s representation on the Danish Agro group’s management team, cf. The Danish Companies Act’, Section 139(a)(1)(2). Danish Agro’s current gender composition in management positions is as follows: 1. The group Executive Board 0% 2. The group management team, including staff 0% 3. Company management in the group 30% Compared to the previous year, the proportion of women in the group company management has increased, and this is mainly due to the total number of managers having been reduced. The activities mentioned below were implemented in order to increase the proportion of the under-represented gender in management roles. At Danish Agro, we want to: • Ensure that Danish Agro’s personnel policies promote equal career opportunities for men and women in all ways, including in connection with the company’s employment procedures and recruitment processes. • Ensure that, as far as possible, there are both male and female candidates for both internal and external recruitments for senior roles. • Ensure internal education and development processes are in place in order to develop the talents of both men and women. In addition, in 2020 in relation to human rights issues, Danish Agro’s subsidiary Baltic Agro in Estonia participated in a campaign aimed at promoting men’s health for the third year in a row together with Men’s Clinic at the University of Tartu and Trioplast. Young artists participated in the 2020 campaign and decorated some of the bale wrappings which helped to increase media interest. In relation to the campaign, funds were collected to support mobile medical clinics in different regions across Estonia. Danish Agro’s subsidiary, Baltic Agro in Lithuania, also continued the work of previous years with human rights in 2020. In 2020, the company actively participated in the breast cancer campaign by supporting the Nedelsk project, using air balloons to increase awareness of the disease. From June to October, there were 85 air balloon flights in Vilnius, Trakai, Šiauliai, Kaunas, Molėtai, Panevėžys and Klaipėda. Major risks related to human rights The main risks related to human rights are linked to the gender composition of board posts and management positions in the group. This is because Danish Agro operates in a male-dominated industry, and therefore it is difficult to attract women to board posts and management positions. In the group, we are aware of this challenge and work actively throughout the group with targets and policies to promote the proportion of the underrepresented gender in board posts and management positions. If these risks are not managed, the consequence may be that we are unable to meet the target for diversity in the Supervisory Board and in the group’s management positions. At the same time, these risks also affect suppliers in the value chain. If these risks are not managed, the consequence may be, for example, that the soya purchased in South America is not produced under responsible conditions. 6
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