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
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Conduct a role model campaign.
Develop an inclusion training module for course for new managers. |
A series of articles on male role models ran on the intranet during the year.
Because of our cost-control programme, it was not possible to implement a training module on inclusion for new managers.
In 2010 the Group signed the Danish Charter for more women in management and carried out "Women in Progress", a leadership course for potential female managers in the Group. |
Deliver baseline report with specific targets for the number of women in management to the Danish Charter for more women in management. |
Health and safety
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Danica will follow up the launch of Danica Health Promoter by conducting a survey of the participants in the 2009 health check-up. |
A follow up survey was conducted.
Survey results led to an additional six-month health initative, "The Healthy Choice", with a diet and exercise programme for those with the poorest health conditions. |
Evaluate the "The Healthy Choice" health programme. |
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Northern Bank, National Irish Bank, Fokus Bank and Sampo Bank will be integrated in the group-wide HR system and workplace assessments. |
The integration was completed and the workplace assessment will now be conducted once a year in the entire Group. |
Collect new data on Group-wide basis in order to report on social capital for the first time. |
Competency development
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Continue to implement of competency profiles for all employees. |
The implementation of competency profiles was abandoned. They will be replaced by job profiles for each position in the Group. |
Draw up job profiles for each position in the Group. |
Last updated on February 10, 2010