It is therefore important for Topdanmark as a business to help support a better climate and environment, thereby avoiding damage to our customers. It is not only in our own business that we work to reduce CO2 emissions, but also a focus we have for our suppliers and  customers.

Therefore, in 2024 our internal community for a green workplace – WorkGreener – continued their work to create awareness of and initiatives for the greener workplace. Among other things, WorkGreener continued the tradition of Topdanmark’s Green Week. During this week, the focus was on the smaller efforts and life hacks for upholding a climate-aware lifestyle. Green Week offered, among other things, Sustainable Bingo, 10 tips to a climate-aware workday, and a visit from the celebrity weather host Peter Tanev.

The app Sundhedshjælp is an important supplement to public health services. This is because Sundhedshjælp offers the opportunity to have a consultation with a doctor every day of the week – even at the weekend. This means that if you need to see a doctor quickly, for example if you have an allergic reaction, your children get a high fever or if you are stung by an insect during the summer holidays, you can be seen by a doctor quickly and safely online, instead of driving to the nearest clinic for reassurance. 

At Topdanmark, we want to support general well-being for our employees. To ensure ongoing dialogue between employees and managers on well-being and job satisfaction, we conduct an engagement survey every six months and follow up with team talks in all respective teams. The team talk is a tool that provides the manager and team with an opportunity to look at the results of the group engagement survey in depth. Based on the replies, we plan which actions are needed in the immediate future. Moreover, when an engagement score places a team in the lowest third of the total group, they are obliged to conduct team talks with their respective HR business partner ensuring a focused effort on well-being in the specific team. Our engagement survey shows a continued high score of 80 points, which tells us that our employees thrive at the workplace both socially and professionally. In 2024, we furthermore saw a continued high rate of responses at 96%, which shows us that our employees value and prioritise the engagement survey. Notably in 2024, we saw that the teams with the lowest score in the previous engagement survey have raised their scores by between 13 and 18 points. This shows us that the mandatory team talks with an HR business partner have a positive effect on the well-being in the teams.

The majority of our customers are in the SME segment, and after our screening efforts in 2024, we found only minor incidents that broke with our principles for sustainability with our customers. When we experience problematic instances regarding E, S or G with our customers, we always initiate a dialogue to address the issues together and ensure that it will not happen again. In that way, we help each other drive the sustainability agenda forward. In 2024, none of the incidents we saw could be characterised as adverse breaches of the UN Global Compact Principles, which include labour- and human rights, anti-corruption as well as climate- and environmental aspects. Read more about ESG screening of customers here.

Based on specifically the employee culture, the concept of belonging was therefore added to the otherwise traditional understanding of DE&I. The employee group act as the eyes and ears of all employees and compiles initiatives and ideas, qualifies them and present them for approval to the group executive management. In 2024, the DEI&B group have had a specific focus on implementation of blind recruitment and a focus on neurodiversity through implementation of the Sunflower programme. Read more about the Sunflower programme for customers here.