MP_CSR-Rapport 2024_GB_low - Flipbook - Page 29
Helle, Transport coordinator,
Esbjerg
In addition to absence and well-being interviews,
In 2024, the target of achieving a gender distribu-
we continuously initiate measures in collabo-
tion in which at least 25% of the underrepresented
ration with local authorities and job centers to
gender is represented was met.
ensure that our employees have a smooth return
after a long-term absence.
In the coming years, the objective is to achieve a
gender distribution of at least 30% of the under-
The target for Marius Pedersen A/S’ absence
represented gender in the company’s manage-
policy is to maintain a total absence rate of no
ment. This goal will be pursued through initiatives
more than 3%. In 2024, the total absence rate was
such as leadership development programmes.
3.27%, which is above our target but represents a
reduction compared with 2023 (see Figure 11).
Gender equality and diversity
and 5 men, corresponding to 29% women
and 71% men.
– The registered Executive Management
comprises 1 woman and 2 men, corresponding to 33% women and 67% men.
– Other management positions comprise 6
TARGET
3,0%
2,0%
1,0%
0%
2024
– The Board of Directors consists of 2 women
4,0%
2023
with 64 women).
5,0%
2022
our blue collar workers (1,661 men compared
2021
a particular overrepresentation of men among
2020
comprised 1,904 men and 272 women. There is
Figure 11
Development in sickness absence
2019
In 2024, the company’s total workforce
women and 17 men, corresponding to 26%
women and 74% men.
YOUR WASTE MANAGEMENT PARTNER – ALL THE WAY
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