CSR 2025 UK v3 280425 web - Flipbook - Side 26
Diversity
Social
26
EMPLOYEES & SOCIETY
Diversity is a priority at Frode Laursen. As an international group with locations in five countries and a
diverse workforce, it is crucial for us to foster inclusion
and enhance our ability to understand one another
across different cultures, ages, genders and religions
in order to function optimally.
In 2024, we continued our focus on identifying
and addressing bias. By integrating this topic into our
internal leadership courses, we aim to raise awareness
of how prejudices arise, and how we can actively
address them.
We believe that understanding bias is an essential
prerequisite for effective leadership. Therefore, our
commitment to bias awareness will remain an integral part of our leadership training in the years
to come.
The under-represented gender
Since 2023, Frode Laursen has had a diversity
policy with a specific focus on promoting the underrepresented gender. We are working hard to create a
better gender balance and to ensure all employees
have equal opportunities.
In 2024, 38% of managers at Frode Laursen A/S
were female, maintaining the same percentage as
the previous year. However, the percentage of female
managers decreased from 34% to 32% across the
entire group.
In 2025, we will continue working to increase the
proportion of female managers, by, among other
things, ensuring that both genders are represented at
job interviews, that job ads are formulated to appeal
to a diverse group of applicants, that managers are
trained to maintain focus on diversity when assembling teams, and that a diverse group of candidates
are represented in our talent and development
programme.
Similarly, over the next few years, we will strive
to increase the proportion of the under-represented gender on the Board of Directors and at senior
management levels. One of our objectives is for at
least 40% of Board members at Frode Laursen A/S
and TA-Logistics A/S to be women by 2030. In 2024,
the levels were 20% and 33% respectively, unchanged
from the previous year, as there had been no election
of board members for any of the boards.
Similarly, we aim for 40% of managers at ‘other
management levels’ to be women. In 2024, 27% were
women, which was a drop from 2023, when the figure
was 30%. This was due to minor restructuring.
A diverse workplace
Diversity, however, is not just about gender, and
Frode Laursen is a company of many nationalities
and age groups. The age range among our employees spans from young trainees and apprentices to
employees over 70 years of age, some of whom have
been with the company for as long as 50 years.
We are proud to be a workplace for the very
experienced as well as for newcomers to the labour
market. We see ourselves as a ‘training provider’,
which is reflected in our workforce: 9% of our drivers
are apprentices, while 20% of our office staff are trainees. We value the energy and enthusiasm our trainees
bring to the company, and virtually all our apprentices and trainees become permanent employees
after completing their training.
In recent years, we have intensified our work with
trainees and apprentices, and in 2024, we increased
our apprentice numbers by 21%, meaning that we
now have 62 trainees and 34 apprentices. We aim to
maintain this level over the next few years.
