Orsted
ESRS disclosure
Tags Tree
- Provide a detailed account of whether and how your organization ensures that its practices do not cause or contribute to material negative impacts on its own workforce. Include relevant practices related to procurement, sales, and data use. Additionally, describe the approach taken when tensions arise between preventing or mitigating material negative impacts and other business pressures.
-
Question Id: S1-4_08
Furthermore, we have the responsibility to safeguard the labour conditions of our employees through social protection. This encompasses support for circumstances such as sickness, unemployment, employment injury, parental leave, and retirement. Additionally, we have an internal policy on mental well-being for all employees, with a focus on enhancing the mental well-being of our workforce, mitigating mental strain, such as work-related stress and anxiety, and providing guidance to employees and leaders on addressing these concerns.
Report Date: 4Q2024Relevance: 50%
- What resources are allocated by your undertaking to manage its material impacts on its own workforce, including the approaches to managing material risks and pursuing material opportunities, and how effective are these actions?
-
Question Id: S1-4_09
Ensuring transparent and fair working conditions are rooted in our employee value proposition, where fair and competitive rewards and employment terms as well as a flexible working culture, are foundational factors.
Report Date: 4Q2024Relevance: 60%
- Please provide detailed information regarding the identified cases of severe human rights incidents, such as forced labor, human trafficking, or child labor, as per Disclosure Requirement S1-17. Additionally, outline the general and specific approaches your undertaking employs to address material negative impacts on your workforce, in accordance with Disclosure Requirement S1-4. Include an assessment of the effectiveness of these actions, considering the time it may take to understand and respond to such impacts.
-
Question Id: S1-4_10
Our Audit & Risk Committee receives quarterly overviews of all inappropriate and illegal misconduct cases across jurisdictions that have either been managed or are in process locally. This reporting includes incidents of discrimination, including harassment, which in 2024 totaled 5 substantiated cases. A dedicated team in People & Culture is responsible for sending Internal Audit an anonymous global overview. A dedicated system is used to confidentially report on these cases, ensuring country-by-country access protection and only to authorised employees. For GDPR compliance, all data on employee cases are anonymous. In 2024, we had zero severe human rights incidents connected to our employees.
Report Date: 4Q2024Relevance: 60%
- What initiatives has your undertaking implemented to contribute to additional material positive impacts, specifically in relation to identified cases of severe human rights incidents such as forced labor, human trafficking, or child labor, as well as actions taken on material impacts concerning your own workforce? Please include details on the approaches to managing material risks, pursuing material opportunities, and the effectiveness of these actions.
-
Question Id: S1-4_11
Our Audit & Risk Committee receives quarterly overviews of all inappropriate and illegal misconduct cases across jurisdictions that have either been managed or are in process locally. This reporting includes incidents of discrimination, including harassment, which in 2024 totaled 5 substantiated cases. A dedicated team in People & Culture is responsible for sending Internal Audit an anonymous global overview. A dedicated system is used to confidentially report on these cases, ensuring country-by-country access protection and only to authorised employees. For GDPR compliance, all data on employee cases are anonymous. In 2024, we had zero severe human rights incidents connected to our employees.
Report Date: 4Q2024Relevance: 60%
- To what extent has the undertaking advanced in its efforts to address identified cases of severe human rights incidents, such as forced labor, human trafficking, or child labor, during the reporting period? Additionally, provide details on the progress made in taking action on material impacts related to the undertaking's own workforce, including the management of material risks and opportunities, and the effectiveness of these actions.
-
Question Id: S1-4_12
In 2024, we had zero severe human rights incidents connected to our employees.
Report Date: 4Q2024Relevance: 50%
- What are the company's aims for continued improvement in addressing identified cases of severe human rights incidents, such as forced labor, human trafficking, or child labor, and in taking action on material impacts on its own workforce? Additionally, how does the company manage material risks and pursue material opportunities related to its workforce, and what is the effectiveness of these actions?
-
Question Id: S1-4_13
In 2024, we had zero severe human rights incidents connected to our employees.
Report Date: 4Q2024Relevance: 30%
- Does the undertaking disclose whether and how it seeks to utilize leverage with relevant business relationships to manage material negative impacts affecting its own workforce, particularly in cases of severe human rights incidents such as forced labor, human trafficking, or child labor? This disclosure should include any use of commercial leverage, other forms of leverage within the relationship, or collaborative leverage with peers or other actors.
-
Question Id: S1-4_14
Our commitment to upholding human rights is outlined in our 'Sustainability commitment', 'Global human rights policy', 'Global labour and employment rights policy', 'Stakeholder engagement policy', and 'Just transition policy'.
Report Date: 4Q2024Relevance: 30%
- Provide a detailed account of the measures your organization is implementing to address identified severe human rights incidents, such as forced labor, human trafficking, or child labor. Specifically, when participating in an industry or multi-stakeholder initiative, elucidate how the initiative, alongside your organization's involvement, aims to mitigate the material impact in question. Additionally, report any relevant targets established by the initiative and the progress made towards achieving them, as per ESRS S1-5.
-
Question Id: S1-4_15
In 2024, we had zero severe human rights incidents connected to our employees.
Report Date: 4Q2024Relevance: 20%
- Provide detailed information on whether and how individuals within your workforce, along with their representatives, are involved in decision-making processes concerning the design and implementation of initiatives or processes aimed at delivering positive impacts for the workforce. Include any relevant details regarding their roles and contributions in these decisions.
-
Question Id: S1-4_16
Such options include HR business partners, occupational health and safety representatives, different local works councils, cooperation committees, employment relations representatives, and personal development dialogues. Engagement and employee representation through more formal bodies, such as work councils and employment relations representatives, are generally regulated by local legislation or locally agreed with the respective employee representation body. The frequency of engagement is both regularly recurring meetings and extraordinary ones, summoned to discuss important topics related to the workforce.
Report Date: 4Q2024Relevance: 85%
- Provide detailed information regarding the intended or achieved positive outcomes of programmes or processes designed to benefit your own workforce, as outlined in Disclosure Requirement S1-4. This should include any initiatives or processes aimed at delivering positive impacts based on the needs of your workforce, and progress in their implementation.
-
Question Id: S1-4_17
Our annual global People Matter survey aims at retrieving employees’ perspectives and opinions on satisfaction and motivation across almost 70 questions. The themes assessed within this anonymous survey include the degree of trust, openness, and transparency felt by our employees with regards to collaboration and the management bodies and the level of satisfaction within several aspects of the employees’ work life and conditions, e.g., job content, physical working conditions, compensation and employment terms, development opportunities, workload, stress, inclusion and diversity, and potential harassment at the workplace. The results are shared with the Group Executive Team for their strategic planning of priorities, activities, and follow-up actions. People leaders use the results within their respective teams to enable dialogues about potential improvement initiatives, ensuring a safe and inclusive working environment where everyone can thrive, perform, and grow.
Report Date: 4Q2024Relevance: 65%