The Danske Bank Group wants to be an attractive workplace for the most talented and best-performing employees. All employees must have access to lifelong learning in order to ensure their ability to work in the future.
Staff diversity
|
Deliver baseline report with specific targets for the number of women in management to the Danish Charter for more women in management. |
The Group submitted the baseline report showing the status of the percentage of women in management and targets for increasing the percentage in the future. |
Increase the percentage of women in senior management to 20%.
Insert objectives on increasing the number of female managers in executive managers’ performance agreements.
Integrate principles of diversity, especially gender diversity, in the
Group succession policy.
|
Health and safety
| Evaluate the "The Healthy Choice", a follow-up programme to "Danica Health Promoter". |
The evaluation of the six-month health initative "The Healthy Choice", with a diet and exercise programme for those with the poorest health conditions, was very positive. |
Danica is not planning any new activities but will continue to offer "Danice Health Promoter" to employees. |
|
Collect new data on group-wide basis in order to report on social capital for the first time. |
The first group-wide collection of data on social capital showed that employees experience a high level of fairness, trust and cooperation. |
|
Kompetenceudvikling
|
Continue to implement competency profiles for all Group employees. |
The Group stopped implementing competency profiles. Instead, it will prepare job profiles for all employees. |
Prepare job profiles for all positions in the Group. |
Other objectives
|
|
Achieve 10% staff participation in the Charity Partner Programme at National Irish Bank.
Investigate the costs and benefits of measures to reduce employee
turnover in Norway. |
Last updated on 9 February 2012