Demant
ESRS disclosure
Tags Tree
- Provide details on whether and how your organization's policies are implemented through specific procedures to prevent, mitigate, and address discrimination once detected, as well as to promote diversity and inclusion within your workforce.
-
Question Id: S1-1_13
Our Third Party Compliance Code outlines our expectations toward suppliers and business partners regarding working conditions for workers in the value chain. This includes the core International Labour Organization (ILO) standards on working conditions, workplace health and safety, freedom of association, forced/child labour and non-discrimination.
Report Date: 4Q2024Relevance: 60%
- Provide a detailed account of the methods and channels utilized by your organization to communicate its policies to relevant individuals, groups, or entities. This includes those expected to implement these policies, such as employees, contractors, and suppliers, as well as those with a vested interest in their execution, like workforce members and investors. Describe the communication tools employed, such as flyers, newsletters, dedicated websites, social media, face-to-face interactions, and workers' representatives, to ensure policy accessibility and comprehension across diverse audiences. Additionally, elucidate the strategies employed to identify and eliminate potential dissemination barriers, including translation into pertinent languages and the use of graphic depictions.
-
Question Id: S1-1_14
Our Third Party Compliance Code outlines our expectations toward suppliers and business partners regarding working conditions for workers in the value chain. This includes the core International Labour Organization (ILO) standards on working conditions, workplace health and safety, freedom of association, forced/child labour and non-discrimination.
Report Date: 4Q2024Relevance: 20%
- Does the undertaking have policies and procedures that prioritize qualifications, skills, and experience as the foundation for recruitment, placement, training, and advancement at all levels, while considering the potential challenges some individuals may face in acquiring these qualifications, skills, and experience?
-
Question Id: S1-1_15
We support both managers and employees in pursuing relevant career opportunities that exist in the Group through different frameworks. Our Global Policy on Human Resources defines the minimum requirements that our employees are subject to regarding personal and professional development and growth and the company’s expectations of employees.
Report Date: 4Q2024Relevance: 60%
- Does the undertaking assign responsibility at the top management level for ensuring equal treatment and opportunities in employment, establish clear company-wide policies and procedures to guide equal employment practices, and link advancement to desired performance in this area?
-
Question Id: S1-1_16
We support both managers and employees in pursuing relevant career opportunities that exist in the Group through different frameworks. Our Global Policy on Human Resources defines the minimum requirements that our employees are subject to regarding personal and professional development and growth and the company’s expectations of employees.
Report Date: 4Q2024Relevance: 50%
- Does the undertaking provide staff training on non-discrimination policies and practices, specifically targeting middle and upper management, to enhance awareness and develop resolution strategies for preventing and addressing systemic and incidental discrimination?
-
Question Id: S1-1_17
We support both managers and employees in pursuing relevant career opportunities that exist in the Group through different frameworks. Our Global Policy on Human Resources defines the minimum requirements that our employees are subject to regarding personal and professional development and growth and the company’s expectations of employees.
Report Date: 4Q2024Relevance: 30%
- Does the undertaking make adjustments to the physical environment to ensure health and safety for workers, customers, and other visitors with disabilities?
-
Question Id: S1-1_18
Our Third Party Compliance Code outlines our expectations toward suppliers and business partners regarding working conditions for workers in the value chain. This includes the core International Labour Organization (ILO) standards on working conditions, workplace health and safety, freedom of association, forced/child labour and non-discrimination.
Report Date: 4Q2024Relevance: 30%
- Has the undertaking evaluated whether job requirements have been defined in a manner that systematically disadvantages certain groups, as per Disclosure Requirement S1-1 concerning policies related to its own workforce?
-
Question Id: S1-1_19
We support both managers and employees in pursuing relevant career opportunities that exist in the Group through different frameworks. Our Global Policy on Human Resources defines the minimum requirements that our employees are subject to regarding personal and professional development and growth and the company’s expectations of employees.
Report Date: 4Q2024Relevance: 30%
- Does the undertaking maintain current records on recruitment, training, and promotion that transparently reflect opportunities for employees and their career progression within the organization?
-
Question Id: S1-1_20
We support both managers and employees in pursuing relevant career opportunities that exist in the Group through different frameworks. Our Global Policy on Human Resources defines the minimum requirements that our employees are subject to regarding personal and professional development and growth and the company’s expectations of employees.
Report Date: 4Q2024Relevance: 60%
- Has the company established grievance procedures to address complaints, manage appeals, and offer recourse for employees in instances of identified discrimination? Additionally, is the company attentive to both formal structures and informal cultural issues that may hinder employees from voicing concerns and grievances?
-
Question Id: S1-1_21
Our whistleblower hotline is available to all external stakeholders, including value chain workers. Please refer to page 104. Currently, Demant does not require its suppliers to establish reporting channels for their own employees to raise concerns. This will be considered the next time we update our Third Party Compliance Code. Where Demant may contribute to negatively impacting value chain workers, we are committed to contributing to remediate such impacts. We expect suppliers to ensure they have effective remedies in place, as they are responsible for any adverse impacts on their own workers.
Report Date: 4Q2024Relevance: 50%
- Does the undertaking have programs to promote access to skills development as part of its policies related to its own workforce?
-
Question Id: S1-1_22
We provide our employees with development opportunities through different global and local learning platforms, focusing on leadership, project management, people development and much more. Development initiatives strengthen and develop leadership competencies to cultivate great leadership. A key focus area in the global leadership learning journeys that will be launched in 2025 is employee development and how to facilitate this as a leader. In 2024, 23 graduates were part of our Global Graduate Programme, which offers young professionals opportunities to develop their personal and professional skills over a two-year journey across our entire global organisation.
Report Date: 4Q2024Relevance: 85%