Verdo’s corporate social responsibility in figures

ESG reporting form

* We will set goals in 2023 based on the 2022 baseline.

** goal 2024

*** goal 2025

**** goal 2026

Note 1: We have used the GHG protocol to calculate our climate accounts. We have not included volatile emissions for 2022. We will work to identify these in 2023, and also restate the figures retrospectively for 2022.

Note 2: Verdo has purchased green power certificates equal to our total electricity consumption. We have therefore used an emission factor for electricity of 0 g CO2e per kWh for our market-based emissions.

Note 3: Biogenic CO2 emissions from the combustion of biofuels (e.g. biogas, bioethanol, biodiesel) are calculated outside scope 1, 2, and 3. Under the GHG protocol, emissions from combustion of biomass are considered to be net zero for scope 1 direct emissions, as the biomass absorbs CO2 during its growth phase equivalent to the amount released during combustion.

Note 4: Calculated as voluntary resignations + forced terminations (in FTEs) during the year in relation to FTEs employed on 1 January.

Note 5: Calculated as the number in relation to the number of hourly paid workers in the companies where we have apprentices/trainees.

Note 6: Counted at the end of 2022.

Note 7: eNPS (Employee Net Promoter Score) indicates whether an employee would recommend that others apply for a job at Verdo – on a scale from minus 100 to plus 100.

Note 8: Pulse Survey – job satisfaction and motivation among employees on a scale from 1 to 7.

Note 9: Counted at the end of 2022.

Note 10: Calculated for the number of working hours, but without taking overtime into account. The Danish Business Authority guidelines state that this must be counted as working time. We will calculate absence due to illness in line with the Danish Business Authority guidelines in 2023.

Note 11: Calculated as a percentage of all employees.

Note 12: Calculated as the difference between the average gross hourly earnings of male and female employees, as a percentage.

Note 13: Counted at the end of 2022.

Note 14: Counted at the end of 2022.

Note 15: Calculated as the percentage of strategic suppliers who have signed the Code of Conduct (strategic suppliers are defined as 80% of spending)

Note 16: Calculated as the percentage of employees with a purchasing role

Note 17: Calculated as a percentage of all board members. Percentage of women on the Supervisory Board excludes employee representatives

Note 18: Calculated as a percentage of the entire Board of Representatives

Note 19: Level 1 is managers and team leaders to whom employees report directly. The proportion of female managers here was unchanged from 2021.

Note 20: Level 2 is middle managers who report to level 3. The number of female middle managers at level 2 was unchanged in 2022 from 2021. The percentage change is therefore primarily because there were fewer middle managers at level 2 overall in 2022 than in 2021.

Note 21: Level 3 (division and support staff directors) is Verdo’s top management level. The number of female directors at level 3 is also unchanged from 2021. The percentage increase here is again due to a change in the total number of directors.

Note 22: Calculated based on CEO remuneration, excluding company car, compared to median employee salary.

Note 23: Calculated as number of reports.