Human Resources Policy

At Sund & Bælt we attach importance to offering all our employees attractive working conditions and we are responsive to their needs and wishes. We aspire to be a company where people want to work regardless of their age and experience.

Collaboration and communication
It should be easy for Sund & Bælt employees to seek out information relating to the company and their specific areas of responsibility. We have established a well-functioning intranet which is constantly evolving.

Human resources on a daily basis
Proficient and effective management is essential for Sund & Bælt’s ongoing development and provides an excellent framework for retaining employee engagement.

At Sund & Bælt, good management is characterised by managers being highly skilled in the areas for which they are responsible. They should also be able to deliver expected results by drawing the best out of their team.

Equal opportunities
We seek to ensure that the company’s employees mirror the Danish population.

This means that when a position needs to be filled, our aim is to achieve a balanced gender representation as well as diversity in ethnicity and age. We expect, however, that all applicants meet the necessary requirements for the job.

Diversity and equal opportunities at management level
We see diversity in management as a strength that makes a positive contribution to our work and enhances the efficacy of our management team. We emphasise the importance of creating a culture that embraces differences, regardless of gender, nationality, age, etc. A diverse and inclusive management team makes us better at running our business.

Our aim, therefore, is to have a balanced gender representation at management board level and among the senior executive team.

Based on the above, Section 11 of the Gender Equality Act and Section 139a of the Danish Companies Act, Sund & Bælt has drawn up the following policy.

We are focused on achieving a balanced gender representation at all Sund & Bælt management levels through recruitment, retention and development in order to attract more applications from female managers and a larger proportion of female managers in general.

Recruitment procedures
Sund & Bælt’s guiding principle is to recruit only the best qualified candidates for the job - regardless of gender, age, nationality, etc. We therefore focus on how job descriptions are formulated to ensure that vacant positions have a broad appeal. Our job advertisements make it clear that Sund & Bælt wants managers who also have time for the family.

Career development
Our wish is to ensure that all employees – regardless of gender, age, nationality, etc. – have the opportunity to make a career with Sund & Bælt.

We use our annual development reviews as a platform to discuss management development and to clarify to what extent the individual possesses leadership potential. The discussion of career and development opportunities is a fixed element in all annual development reviews.

Networking
We do our best to ensure that individuals aspiring to management positions have the opportunity to participate in business networks. This enables such individuals to exchange views with their peers about the specific challenges that managers may encounter.

And more
We wish to convey to both our employees and the surrounding world that Sund & Bælt is committed to diversity at all management levels. We wish to create a culture where everyone is treated equally, where tolerance and openness are completely natural and where differences are a strength not a challenge.

As regards equality at management level, both male and female employees are encouraged to develop professionally.

We wish to emphasise that both male and female managers have the opportunity to take maternity/paternity leave. Moreover, our provision for flexible working hours/working methods enables both male and female employees to make careers at Sund & Bælt.