Environmental | Social | Governance
Our development targets
In 2023 , we intend to focus on the sustainable work life and therefore plan to launch several initiatives focusing on each employee ' s well-being :
1 Our normative culture We will strive to break away from our normative culture . We want to focus less on the hours recorded by each individual employee and more on creating a model that favours overall performance , spirited teamwork and leadership . In 2022 , we have discussed in several fora how to do this . We have set up a working group across the organisation to provide input and make proposals for measures which , on the one hand , support that the work can be performed in a fully satisfactory manner within normal working hours and , on the other hand , ensure that an extraordinary effort is rewarded .
2 Maternity or other leave of absence Many of our employees start a family while being employed at Kromann Reumert . We wish to ensure that our employees on maternity or other leave of absence do not lose touch with the workplace during their absence . We have therefore set up a working group to examine how we can accommodate the different expectations that our absent employees have of us as a workplace . Some employees wish to enjoy their leave focusing 100 % on their private life , while others want regular check-ins with their superior and focus on both their private life and a continued active connection to Kromann Reumert . The working group is also investigating how we should interact with each other and who is responsible for that interaction . These are some of the questions that we will subsequently implement together in our everyday life .
The sustainable work life is also on the agenda of our health and safety committee , which has this plan for 2023 :
• Updating of existing and drafting of new policies strengthening co-operation and culture in Kromann Reumert
• Involvement of working group and employees in our domicile project in Aarhus
• Completion of a workplace assessment ( APV ).
3 Leadership In 2022 , our partners and experienced attorneys went through a development programme focusing on leadership . In 2023 , the development programmes continue for even more senior employees , and we will increase our strong focus on leadership development . In this connection we will enhance awareness of the value of employee well-being , which we believe is closely linked to a motivating , appreciative and developing dialogue between superior and employee . We search the market for relevant management tools supporting both performance measurement and dialogue .
Lone Wichmann Head of People & Development Mob . + 45 61 56 44 86 lowi @ kromannreumert . com
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