Orsted
ESRS disclosure: ESRS S1 \ DR S1-1 \ Paragraph 20c
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- Provide a detailed description of your company's human rights policy commitments relevant to your own workforce. Include an explanation of the processes and mechanisms in place to ensure compliance with the UN Guiding Principles on Business and Human Rights, the ILO Declaration on Fundamental Principles and Rights at Work, and the OECD Guidelines for Multinational Enterprises. Focus specifically on material matters and outline your general approach to implementing measures that provide and/or enable remedy for human rights impacts.
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Question Id: S1-1_06
We firmly believe that these principles are integral to fostering a just transition to renewable energy. Therefore, it is our priority to ensure that adequate management systems are in place to identify, prevent, mitigate, and remedy any potential adverse human rights impacts. In cases where we identify potential adverse human rights impacts, we are committed to promptly and effectively providing and enabling remedies. Our grievance and remediation approach includes addressing any adverse human rights impacts on individuals, workers, and communities that we have caused or contributed to.
Report Date: 4Q2024Relevance: 65%
- Does the undertaking's disclosure under ESRS 2 encompass all individuals within its workforce who could be materially impacted by the company's operations, including those within its value chain and business relationships? Specifically, provide detailed information on any material impacts on the workforce that may result from transition plans aimed at minimizing environmental harm and achieving climate-neutral operations. This should include impacts related to the undertaking's strategies and actions to reduce carbon emissions in accordance with international agreements, addressing potential restructuring, employment loss, as well as opportunities for job creation and workforce reskilling or upskilling.
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Question Id: S1.SBM-3_06
All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities. In 2024, Ørsted navigated a rapidly evolving industry landscape, necessitating organisational adjustments, including redundancies, to maintain our competitive edge. This poses a short-term risk of increased voluntary turnover and poses opportunities for job creation and workforce reskilling or upskilling.
Report Date: 4Q2024Relevance: 60%