Rapport om samfundsansvar 2022 godkendt 7. marts 2023 (eng) ny - Flipbook - Side 14
INDUSTRIENS PENSIONSFORSIKRING A/S
The point of departure is Industriens Pension's
management values that express how managers
at Industriens Pension are expected behave.
This applies in managers' relations with the
individual
employee,
with
the
local
team/department and as a role model
throughout Industriens Pension. Our aim is for
the programme to become one of several
instruments for successful execution of the
sustainability strategy.
INDUSTRIENS PENSION’S OWN CIRCUMSTANCES
With regard to other management levels –
executive directors and heads of department
with management responsibility – the target
figure has been set at 40%. The mix at the end
of 2022 was five women and 10 men, which
means women are underrepresented. Future
recruitments will take this into account as one of
the aspects determining the final choice.
Developments in Industriens Pension’s social
ESG metrics are specified in Table 4.
Equal pay
Industriens Pension supports equal pay
between genders, if responsibilities, tasks and
seniority are comparable.
The Board of Directors has adopted target
figures and policies for the gender mix in the
Board of Directors and at other managerial
levels. Target figures have been set so that a
gender is considered to be underrepresented in
the Board of Directors if it is represented by less
than 28%.
The current 14 members of the Board of
Directors of Industriens Pension comprise 3
women and 11 men. Consequently, the share of
the underrepresented gender does not meet the
target gender mix stipulated for the Board of
Directors.
When recommending future members for
election, the Board of Directors will focus on
recommending
a
person
of
the
underrepresented gender, unless another
candidate is considered more qualified for
nomination for election to the Board of Directors.
There were no changes in the Board of Directors
in 2022. The Board of Directors will strive to
achieve the target figure by no later than 1 April
2026.
Among other things, the metrics reveal a 20%
difference in salary between the genders. This
difference is not an indication that we do not
have equal pay within the individual areas, but
rather that several specialist jobs attracting the
highest wages, for example in the investment
area, are dominated by male employees. In
connection with new appointments, one of the
parameters is more equal gender distribution, as
we want a diverse employee composition.
Table 5
Governance - management data
2022
2021
Gender diversity in the Board of Directors (%)
21
21
Attendance at board meetings (%)
96
95
8
8
Pay gap between the CEO and the employees (factor)
14