CSR policy for Troldtekt
Troldtekt must be an attractive employer and business partner. Corporate responsibility is therefore formalised in the company’s CSR policy.
Troldtekt wants to be a socially responsible company that promotes sustainable development and a circular economy. Therefore, we have based our business strategy on the Cradle to Cradle principles, and are dedicated to our guiding principle: Sustainable indoor climate. It commits us as a company to take sustainability as our point of departure when developing intelligent and innovative acoustic solutions.
To ensure that we live up to our ambition of being highly responsible, Troldtekt has laid down its own CSR policy. This CSR policy provides a framework for our activities while supporting Troldtekt as an attractive workplace and business partner. When it says ‘Troldtekt’ or ‘we’ in this CSR policy, it means that the obligations and expectations cover Troldtekt as a company, as well as all its employees, managers, board members etc. who are acting on behalf of Troldtekt.
Our CSR policy is based on the premise that we comply with all applicable legislation, relevant regulations and international conventions. Therefore, it was a natural step to join the UN Global Compact in 2010. By joining the scheme, we have made a commitment to actively promote the UN’s ten principles in the areas of human rights, labour rights, the environment and anti-corruption.
We also want to work with our suppliers to continually promote their corporate social responsibility. Consequently, we have drawn up the Troldtekt Code of Conduct, a set of guidelines which form the basis for having a dialogue with our suppliers and for monitoring their CSR efforts. Our CSR policy is reflected in Troldtekt’s Code of Conduct, which is also based on respect for human rights, labour rights, the environment and anti-corruption.
We respect the international human rights and labour rights as described in the International Bill of Human Rights and in the eight fundamental conventions from the International Labour Organisation. We strive to avoid any negative impacts on human rights and labour rights, and we are committed to handling and ensuring restoration should we become involved in such negative impacts.
We respect the right to privacy of our employees, business partners and customers. We are committed to ensuring a responsible approach in the design, production and testing of our products, ensuring that they do not cause harm to life, pose a safety or health risk or have any negative environmental impact.
Employees’ human rights
We offer a safe and healthy physical and psychological working environment for all employees. We ensure a high level of job satisfaction and a good social environment. We ensure that adequate health and safety policies and procedures are established and followed.
We ensure good working conditions, and that employees are not subjected to physical punishment, threats of violence or other forms of mental or physical coercion or abuse. Disciplinary sanctions in the form of monetary fines or deduction in compensation are not allowed. We ensure that our employees have opportunities at work for personal and professional development.
As a minimum, we comply with applicable legislation and collective agreements in our area of activity as regards pay, working hours, breaks, holidays, sickness, maternity and paternity leave, and other terms of employment. We pay wages in legal tender and not less frequently than once a month.
We dissociate ourselves from all direct and indirect forms of forced or compulsory labour. Our employees receive written and comprehensible confirmation of their terms of employment and have the right to freedom of movement in the course of their employment.
We dissociate ourselves from both direct and indirect involvement in child labour. If taking on young people aged between 15 and 18, they must not perform dangerous jobs or work at night.
We dissociate ourselves from discrimination and work for equal opportunities for all our current and future employees. We must neither directly nor indirectly discriminate on the basis of race, colour, sex, language, religion, political or other opinion, age, nationality, disability, social or ethnic origin, property, sexual orientation, birth or other distinguishing characteristics. Employment, pay, training, dismissal, pension or any other employment-related decisions must be based on relevant and objective criteria. Employees who take maternity/paternity leave must not face dismissal or the threat of dismissal, and must be offered the chance to return to their former job function at the same pay and benefits.
We recognise the right of our employees to freedom of association and collective bargaining. If operating in areas where the right to freedom of association and collective bargaining is curtailed, we ensure that our employees are allowed to otherwise form associations and engage in collective bargaining.
We establish and maintain emergency procedures to effectively prevent and address any environmental issues and industrial accidents affecting the surrounding community or having an adverse impact on the environment. We strive to minimise any adverse environmental impacts of our activities, products and services by using environment management systems to:
- reduce the amount of waste and emissions to air, ground and water;
- handle chemicals in an environmentally sound manner;
- handle, store and dispose of hazardous waste in an environmentally safe way;
- contribute to the recycling and reuse of materials and products;
- develop and implement ecofriendly technologies.
Basing our business strategy on the Cradle to Cradle principles, we further commit not only to minimise our impact, but to also endeavour to ensure a positive impact. Troldtekt’s Cradle to Cradle roadmap sets clear goals for material health, material recycling, renewable energy and water resources which are to be met by 2022. All development of products and processes as well as investments are based on this roadmap.
We refrain from any form of corruption and bribery for the purpose of exerting undue influence on public officials, judges or business connections. We also refrain from receiving or accepting any form of corruption and bribery.
We do not allow facilitation payments. A facilitation payment is usually a smaller sum of money, which is paid to a public official or authority to speed up the handling of a routine matter (e.g. an authorisation or a permit).
Troldtekt employees may not, without prior approval from the Board of Management, accept any gifts in excess of DKK 900. If an employee is offered a trip, dinner or similar, the value of which is assumed to exceed DKK 900, it may not be accepted without prior approval from the Board of Management.
With regard to social responsibility, we want to document our most important initiatives and results. We therefore present relevant CSR information in our report to the UN Global Compact. The report is also made available on our website.
In order to ensure transparency and comparability, we report according to the international Global Reporting Initiative (GRI G4) standard.