occurred required longer recovery time. The number of workdays lost however still remains low and well under the last five-year average. We will continue our efforts to reduce the number of working accidents and improving on the area into 2018. Absence due to illness or injury The rate of employees absents due to illness was at 2% in 2017, thereby continuing the trend or low and declining absence rates from prior years. Diversity at DSV As a global company, we value the diversity of our employees as a genuine strength. Our global reach and local presence brings together people from a multitude of backgrounds, all with different skills and experience. At DSV, our aim is always to hire the best candidate. We do not evaluate skills based on or discriminate due to gender, race, religion, age, disability, sexual orientation, national origin or any other characteristic protected under law. Our global presence in more than 80 countries also implies a both multifaceted and divers employee landscape. Gender distribution Building on the basic principles of our Code of Conduct and our general approach to diversity as highlighted above – a dedicated attention to non-discrimination on gender and achieving a balance gender distribution in our organisation remains high on our agenda. We believe that having a balanced workforce with equal access and opportunities for anyone who decides to join our company is crucial to our success as a business and con tributes to ensuring a good working environment. We emphasize this through our hiring and advancement practices and policies emphasizing equal access and career advancement for anyone dedicated and skilled regardless of gender. This focus is reflected in our employee statistics as we end of 2017 have reached the most balanced gender ratio yet with 39% of our employees being female and 61% being male. This is significant considering that freight forwarding traditionally has been a male dominated line of work. This development is also reflected in our management gender ratio. Currently the Board of Directors of DSV A/S consists of 33% women and 66% men. A similar ratio is not seen in all legal entities of DSV, but the Danish operational companies, among others, have also set targets to increase this ratio – both on higher and lower management levels. At lower management levels, 31% of management were females and 69% males at the end of 2017. This is a significant step forward compared to only a few years ago when only one fourth of management were females. By the adoption of our hiring and advancement practices, we expect the management gender ratio to follow the overall gender ratio of the Company within a reasonable threshold, which is the trend we are currently seeing. We believe that this development to a high degree is driven by our principles and company culture, and we will maintain our emphasise on this matter in the coming years. Respecting human rights In line with our values and Code of Conduct, DSV wants to ensure that we support, respect and protect internationally recognised human and labour rights. This applies to both our operations and to our business relations with third parties. This commitment to human rights is framed by the UN Global Compact and made operational with the UN Guiding Principles on Business and Human Rights (UNGP). These principles are recognised by the private sector, NGO’s and governments as a global standard intended to address commercial operations’ potential for violating human rights. The UNGPs stipulate that enterprises must respect, protect and observe human rights, and DSV fully supports the principles. We have initiated a due diligence process with the purpose of identifying and accounting for areas in which DSV might have an adverse human rights impact. We screen the human rights listed in the International Bill of Human Rights, in order to identify if or where DSV is directly linked to, cause of or contributes to violations of human rights. Through this process, we found that there is a small number of human rights, that DSV risks violating through our business operations. DSV has already established policies, global and local processes and put activities in place to help avoid and prevent any violations. As an example, DSV might violate a human right if we hired children or young people in place of adults. However, we state in our Code of Conduct that we do not employ children. As part of our CSR data collection and validation, we make sure that we have processes in place and have accounted for how we risk violating the human right in question. DSV is committed to continuously reassessing the risk of violating human rights, for which reason we will continue our due diligence process disclosing local processes and practices on human rights. DSV 2017 CSR Report – Employees and working environment 21
Download PDF file
Cookie policy