Orsted
ESRS disclosure
Tags Tree
- 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?
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Question Id: S1-1_21
We work actively to ensure a safe and inclusive working environment as all employees deserve to be treated with dignity and respect. Employees can report grievances and complaints via the designated mechanisms, depending on the nature of the incident. Regardless of the reporting mechanisms and its severity level, we take all incidents seriously and handle all cases in a professional and confidential manner where all parties’ needs are taken into consideration.
Channels for own employees to raise concerns We are dedicated to ensuring that our employees not only have access to grievance channels but also have the knowledge, confidence, and psychological safety to utilise them when necessary. Ørsted as an organisation has the responsibility to take all reported cases seriously and provide fair outcomes for investigated cases that take all parties’ needs into consideration. We also maintain secure and confidential records of reports and outcomes.
All employees have the right to make a complaint or raise a grievance without fear of retaliation. All concerns and complaints raised to People & Culture are taken seriously and handled confidentially to the extent possible.
Employees can use various mechanisms for raising their concerns or complaints. Firstly, an employee always go to their direct people leader for support. Secondly, employees can reach out to the People & Culture organisation if they have a question or a concern via either an HR business partner or a local People & Culture colleague. Thirdly, the employees can raise their concerns on an anonymous basis in the annual People Matter survey.
Report Date: 4Q2024Relevance: 85%
- Does the undertaking have programs to promote access to skills development as part of its policies related to its own workforce?
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Question Id: S1-1_22
We are focused on development of our employees’ skills and competences and follow up on the general well-being of employees through performance dialogues at individual level and other measures.
Report Date: 4Q2024Relevance: 60%
- Provide the number of fatalities within your own workforce resulting from work-related injuries and work-related ill health, as stipulated in Disclosure Requirement S1-14 – Health and Safety Metrics. Ensure this information is categorized between employees and non-employees, in accordance with paragraph 86.
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Question Id: S1-14_02
Number of fatalities for both own employees and contractor employees is 0.
Report Date: 4Q2024Relevance: 50%
- Provide the number and rate of recordable work-related accidents, distinguishing between employees and non-employees within the undertaking's own workforce, as stipulated in Disclosure Requirement S1-14 – Health and Safety Metrics, paragraph 86.
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Question Id: S1-14_04
Total recordable injuries: Own employees - 19, Contractor employees - 66. Total recordable injury rate (TRIR) per million hours worked: Own employees - 1.3, Contractor employees - 3.9.
Report Date: 4Q2024Relevance: 50%
- Provide the number and rate of recordable work-related accidents, distinguishing between employees and non-employees within your organization's workforce, as per Disclosure Requirement S1-14 on Health and Safety Metrics.
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Question Id: S1-14_05
Total recordable injuries: Own employees - 19, Contractor employees - 66. Total recordable injury rate (TRIR) per million hours worked: Own employees - 1.3, Contractor employees - 3.9.
Report Date: 4Q2024Relevance: 50%
- Provide the gender pay gap, as defined by the difference in average pay levels between female and male employees, expressed as a percentage of the average pay level of male employees, in accordance with Disclosure Requirement S1-16 on remuneration metrics.
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Question Id: S1-16_01
The gender pay gap is 14%.
Report Date: 4Q2024Relevance: 50%
- Provide the annual total remuneration ratio of the highest-paid individual compared to the median annual total remuneration for all employees, excluding the highest-paid individual, as stipulated in Disclosure Requirement S1-16 – Remuneration metrics (pay gap and total remuneration).
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Question Id: S1-16_02
The CEO pay ratio was 28 in 2024.
Report Date: 4Q2024Relevance: 50%
- Provide any contextual information necessary to comprehend the remuneration metrics, including the pay gap and total remuneration, as required by Disclosure Requirement S1-16. Detail how the data has been compiled and any changes to the underlying data that should be considered.
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Question Id: S1-16_03
In 2024, the methodology on the gender pay gap calculations was changed to meet the requirements of the ESRS. The gender pay gap of 14% consists of individual gender pay gaps across countries where Ørsted operates. The differences in gender mix across career levels impact the pay gap. Salaries are reviewed annually, and increases come into effect on 1 June. Employees must have been employed for 12 months on that date to be included in the calculation.
Report Date: 4Q2024Relevance: 85%
- Provide a detailed breakdown of the gender pay gap, as specified in Disclosure Requirement S1-16, by employee category and/or by country/segment. Additionally, disclose the gender pay gap between employees by categories, distinguishing between ordinary basic salary and complementary or variable components.
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Question Id: S1-16_04
The gender pay gap is 14%.
Report Date: 4Q2024Relevance: 20%
- Provide a detailed breakdown of the gender pay gap by employee category, including ordinary basic salary and complementary or variable components, as per Disclosure Requirement S1-16 on remuneration metrics.
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Question Id: S1-16_05
The gender pay gap is 14%.
Report Date: 4Q2024Relevance: 30%