MP_CSR-Rapport 2024_GB_low - Flipbook - Page 26
be expanded to cover all company activities.
from different departments across the
The expectation is that the certi昀椀cation will
organisation. The programme strengthens
help support our ambitions in the 昀椀eld of
participants’ professional skills and, just as
health and safety and help maintain and further
importantly, enhances employee engagement
enhance the strong safety culture with a high
and collaboration across the organisation.
level of prevention that we wish to uphold at
It has therefore been decided to continue
Marius Pedersen A/S.
offering this programme.
In 2024, as in previous years, health and safety
was characterised by targeted communication
– A total of 27,886 hours of training were
recorded in 2024, corresponding to 3,768
training days.
regarding the work and the role of health and
safety representatives. Additional competences
Apprentices and trainees
have been added to the health and safety
We are committed to helping ensure that the
organisation in line with the areas of focus. This
sector continues to have skilled workers in the
work will continue in 2025, when all health and
future. For this reason, apprentices and trainees
safety groups will hold new elections, and, as a
are employed across all company departments.
natural extension of this, we will evaluate and
– In 2024, the company employed 50
adjust the need for new competences within the
apprentices and 16 trainees.
health and safety organisation.
An inclusive workplace
Attractive workplace
We continuously ensure that no discrimination
As a company, we aim to retain committed
takes place in our recruitment processes. We
employees. It is therefore important that our
want to be an inclusive workplace, and we
employees thrive. Continuous training – driven
employ staff both in subsidised jobs and under
by legal and professional requirements as well as
Section 56 agreement (long-term-illness).
job-relevant training tailored to employees’ own
– In 2024, 58 employees were employed
wishes – helps ensure that we remain an attra-
either in subsidised jobs or under a Section
ctive workplace. We also emphasise that each
56 agreement.
employee has a personal responsibility for their
own development and education.
– In 2024, 127 blue collar workers completed the
legally required quali昀椀cation training for drivers.
– In 2024, 18 employees commenced
26
Introduction of new employees
It is of great importance that all employees are
familiar with the company’s activities, history,
values, and objectives. All new employees must
be introduced in a way that ensures they feel
Marius Pedersen A/S’ internal management
well informed about the company. We use job
training programme. Participants included
descriptions and other procedures to support a
specialists, middle managers, and managers
thorough introduction.
MARIUS PEDERSEN
