Egmont has been a responsible company since the very beginning. Our founder, Egmont Harald Petersen, came from humble beginnings, and he never forgot. To fulfil his last will, his family converted the business into a foundation supporting vulnerable children and young people.
Today, charitable activities and social responsibility is still a vital part of Egmont’s DNA. We work with responsibility within three focus areas: Our company, our employees and our supply chains.
Enrolled in the Social Compliance Programme
Women in management
SDG 4, 5, 8, 12, 13, 16 & 17
Defined as Egmont’s focus areas
Egmont works to promote greater environmental responsibility. We expect our employees and business partners to take steps to work in a sustainable manner within six key areas: energy consumption, packaging, waste, chemicals, transportation and paper.Go to Egmont Environmental Policy
Egmont launched a new Business Ethics Policy in 2019, which works as a guideline for legal an ethical conduct for our employees. The Policy guides to appropriate decision making and provides information about the options for seeking advice in the company. Egmont’s Business Ethics Policy covers areas such as anti-corruption and bribery, gifts and entertainment, competition law, illegal use of content and conflicts of interest. Egmont provides business ethics training for all relevant employees on an annual basis.
Egmont has a whistleblowing policy that includes an online whistleblowing system, where employees and external stakeholders can securely express their concerns about possible misconduct.Go to Egmont Whistleblowing Policy
The target for all Danish Egmont supervisory boards are: The underrepresented gender shall constitute at least 1/3 of the members of the supervisory boards no later than by the end of 2024. The target has been met in all Egmont’s Danish companies except for Egmont Fonden and Egmont International Holding A/S, which only have one female board member elected by the annual meeting, pls. cf. page 13 in our CSR report 2019.
People are our most important asset, and it is one of Egmont’s strategic priorities to be people-driven. We conduct engagement surveys twice a year, and continuously invest in our leadership training to keep Egmont’s overall engagement rate at a high level.
Egmont aims to have a diverse set of competencies. Diversity is not a matter of gender only, but can also include educational background, functional experience, cognitive perception, age, cultural and religious background etc.
Egmont wishes to employ the best qualified person, irrespective of gender. When recruiting or promoting employees, Egmont aims to identify both female and male candidates. Egmont’s total workforce currently consists of 52% women and 48% men. For the total management pool across the group, Egmont has a gender split of 46% women and 54% men.
The Egmont Social Compliance Programme focuses on responsible supply chain management and product safety and quality. We monitor third-party manufacturers’ social compliance level via social audits, on-going dialogue and inspections.Go to Egmont Social Compliance Programme
Our Code of Conduct obligates suppliers and business partners that work for or with Egmont to observe minimum compliance and ethics standards that correspond to the UN Guiding Principles.Go to Egmont’s Code of Conduct
Part of Egmont’s work with responsible supply chain management is auditing of first tier or core manufacturers based on country risk assessment. All new and current suppliers need to go through an approval process to produce Egmont products and licensors’ products.
Egmont works with product safety and quality through the Egmont Social Compliance Programme to ensure that all our products are safe to use. This is especially important for products aimed at children. We have a comprehensive test and inspection programme to ensure that our products comply with applicable legislation.