ESG - SOCIAL
S covers the social conditions of both our own employees and the workers in the supply chain. This includes working conditions, human rights, diversity, and more.
We are very aware that our employees are our most important resources. At the same time, we have a significant obligation to the people in our supply chain and the surrounding community.
Here on this page, we delve into the theme of S – social, which encompasses people and communities.
Here, we will present our staff and the initiatives we have undertaken to support a healthy, safe, and secure workplace. Additionally, we will explore our interactions with the supply chain and our neighbors.
We are ISO 45001 certified and work systematically on well-being and workplace environment.
Own employees
We are together
This year, we have chosen to focus on how we translate our company strategy into an internal strategy that employees can relate to. It should be a set of values that each employee can use as a guide in their daily work, especially when faced with decisions and not necessarily able to consult their manager each time.
Safety conscious
Responsible
Diverse
Goal-oriented
Engaged
Innovative
Sikkerhedsbevidste
Vi passer på os selv og hinanden
Ansvarlige
Vi ved, at vores valg og handlinger påvirker verden omkring os
Mangfoldige
Vi har mange kompetencer hver især og sammen, og det gør os stærkere
Målrettede
Vi går målrettet efter at skabe løsninger for miljø, mennesker og forretning
Engagerede
Vi ønsker at gøre en forskel for hinanden og vores omverden
Nytænkende
Vi bruger vores nysgerrighed til at udfordre ”plejer”
Based on the six adjectives that form the word SAMMEN in danish, we have initiated quarterly themes for all employees to work on.
These include a focus on:
Safety
We are aware that we have a workplace where there is a need for a high level of safety and familiarity with safety procedures. As we acquire more sites, it becomes increasingly important that safety is streamlined. Therefore, this year we have taken a range of initiatives to elevate our safety standards.
The authorized occupational health advisor Avidenz has prepared a report for us based on the site at Havnegade 110 in Odense.
They assessed risk areas and machinery safety and, based on this, produced a report with various action areas. We have implemented some of their recommendations, and the work will continue into the next financial year.
We continuously work on optimizing the safety of our sites, and this year we have placed extra focus on:
Signs at the Sites
Updating safety signs at our sites so that the messages are clear regardless of the language spoken. It is important to us that it is clearly communicated how to act safely, both for external and internal personnel, at any of our sites.
Safety Clothing
Everyone on our sites must adhere to a safety standard in their clothing. This means: safety helmets, reflective clothing (at a minimum on the upper body), safety shoes, and long trousers. These rules apply whether one is internal or external. This has been and will continue to be an essential focus point, as proper visibility enhances safety.
This year, we have acquired a new supplier of safety clothing. The new apparel is not only more visible and more comfortable, but it is also returned to the manufacturer for recycling after use.
Hear defibrillators:
This year, we’ve achieved the goal of installing defibrillators at all sites where a publicly accessible one isn’t available within 300 meters.
First aid, defibrillation, and fire fighting:
All our employees should know how to respond in case of an accident. That’s why we offer all employees a course focusing on both first aid, defibrillation, and fire fighting. This year, 36 employees have completed the course.
Emergency Preparedness:
Every year, we receive a safety report from FALCK, and based on that, we’ve conducted a critical review of our procedures this year, as well as optimized our equipment and knowledge of firefighting. At all our sites, we have action cards with instructions to guide in case of accidents.
Incident Reporting:
We aim to implement a new app for registering near-miss incidents, allowing our employees to report and document incidents on the spot. The ambition was to roll out the app within this fiscal year, but due to resource constraints and IT issues, the goal is shifted to the next fiscal year
Chemical Handling:
For the systematic organization, registration, and storage of safety data sheets for all our chemicals, we use the CHESS platform. Currently, our employees primarily come into contact with chemicals when handling paint or oil, and for this, everyone is informed about proper handling upon employment.
Employee Involvement
As a company, we set the framework for our employees’ work environment and daily routines. We are very attentive to ensuring employee involvement so that we can continuously adjust our frameworks, structures, and systems.
We have a number of initiatives to ensure employee involvement:
Management system
We have a management system in place to ensure ongoing dialogue, involvement, and collaboration with all our employees. This year, we’ve revised our management system. In this context, we’ve decided to introduce employee development interviews (MUS) for all hourly employees as well.
The cooperation committee
The Cooperation Committee aims to contribute constructively to the management of collaboration within the company. The committee consists of representatives from both employees and management.
The workplace health and safety organization
Here, we aim to ensure communication and action regarding workplace health and safety. It’s crucial for us that workplace health and safety is addressed at all levels, ensuring the most nuanced insight possible.
The rules
Our rules are used to assist and guide us when facing a challenge or dilemma. In these rules, we emphasize clearly that we desire an open dialogue, where an employee should never hesitate to approach anyone in the company with a concern or problem.
Employee Well-being
Employee well-being is a crucial factor for our success and productivity. It’s about creating a positive work environment where employees feel valued and motivated to perform their best. Employee well-being encompasses both physical and mental health, and we continuously implement measures to contribute to a good working environment for our employees.
We provide health insurance and online medical consultations through PFA and monitor well-being through Howdy, our management system, workplace risk assessments (APV), and daily dialogue. We regularly communicate about Howdy during information meetings, on information screens, and encourage department managers to engage in dialogue within their respective departments. Additionally, we’ve conducted various workshops with Howdy’s advisors to ensure that department managers are as well-equipped as possible to understand and convey well-being data and to handle situations where declining well-being arises.
Diversity
At HJHansen Recycling Group, we treat everyone with respect and dignity. We focus on ensuring a work environment free from any form of negative treatment, where we respect everyone regardless of gender, age, ethnicity, religion, health, or sexual orientation. We have a variety of jobs and employees with diverse backgrounds. We also employ individuals from many different nationalities and native languages. One of our core values is our diversity and our ability to accommodate many different personalities.
In our welding workshop, we have considerable experience bringing a young person on the edge of the job market into an internship. The young intern experiences being heard and contributing meaningfully to daily operations. We only take in one intern at a time to provide the proper support. We often see these young individuals thrive and become permanent employees after their internship.
Anniversaries
Once again this year, we’ve had the pleasure of celebrating many anniversaries.
It’s a great joy that we can periodically celebrate our loyal employees, who make a significant difference every day. We would like to thank them for their hard work.
45-year anniversary
40-year anniversary
25-year anniversary
20-year anniversary
15-year anniversary
10-year anniversary
Education
We prioritize professional and personal development for all employees. In a time where society is constantly evolving, it’s important for individuals to keep pace—both with new skills and with a general ability to navigate change. Leaders and employees, along with HR, share the responsibility to ensure that employees and departments have the right skills available for current and future tasks.
Education of our middle management group is crucial, as they are strong cultural drivers in the company. Therefore, this year they have embarked on a training program where they have learned about fostering good meeting culture, enhancing their understanding of people, and establishing a balance between their roles as leaders and team members. Our goal is to create a strong and effective middle management team.
Employees in the Value Chain
We feel a responsibility to ensure proper conditions in our supply chain, which is why we have developed a Code of Conduct where we condemn forced labor, child labor, and human rights violations. We work on this through our Approved Buyer System, where our buyers must sign our Code of Conduct for business partners.
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