Promoting a healthy working environment

At Danske Bank, we strive constantly to improve our employees’ working environment. Our approach is based on the principle that the prevention of adverse effects is more important than remediation.

Collaboration, support and prevention are crucial
For years, Danske Bank has been committed to an effort to maintain a healthy working environment and ensure job satisfaction among employees. We have set clear policies, we measure our progress, we collaborate with external partners, and we give our managers the tools necessary to identify and manage working environment issues before they become serious.

We have a long tradition of planning working environment projects in cooperation with employee organisations. This cooperation is formalised in our Works Council, European Work Council and Working Environment Council. The Group has working environment representatives at all locations.

The responsibility for the working environment lies with the local managers. This creates a stronger connection to day-to-day work and shortens the decision-making process. Moreover, all employees can influence the working environment where they work. The Group wants managers and employees to have an ongoing dialogue about the working environment. We prepare managers for the task in a mandatory working environment course, and we offer various seminars and courses for managers to improve their leadership skills. At least once a year we conduct an employee engagement survey that includes a workplace assessment in order to gain knowledge about developments in the working environment.

Well-being and job satisfaction
We believe that well-being and job satisfaction are prerequisites for motivated and engaged employees. In our Work Council, European Work Council and Working Environment Council, we undertake initiatives to improve employees´ well-being and job satisfaction. We also involve our working environment representatives in order to prepare them for dialogues on these issues with managers and employees locally. Finally, we offer courses that help managers improve their leadership skills with the aim of increasing employee engagement.

Since 2007, we have had a policy on preventing and managing stress. We have also developed a toolbox that employees and managers can use to address stress-related issues, and we encourage managers and employees to hold dialogues on well-being and job satisfaction. The toolbox is available to all managers and employees electronically. We also have a new, improved hotline in Denmark that offers employees confidential support 24/7.

Since 2012, we have collaborated with Danica Pension in Denmark on counselling for employees who have been absent from work for a long period because of illness. The objective is to support the employees’ full recovery and encourage them to return to work. We offer various measures, including a hotline, workplace assessments and guidance on obtaining specialist assistance covered by the health insurance. Further, we collaborate with local authorities to establish special working conditions for employees who return to work.

Training managers in Finland

In 2015, Danske Bank Finland trained all managers on “Working ability management”. The programme was intended to increase well-being and motivation among employees. It had four dimensions:

  • Well-being at work: well-being for the employee leads to satisfied customers and profitability
  • Costs: sick leave, disability pension and impaired performance
  • Early support: our policy on early support covers reduced working ability, follow-up on sick leave and raising problematic issues
  • Work motivation: tools for and knowledge about motivating employees

Measuring employee satisfaction

Every year, Danske Bank conducts a survey to assess employees’ satisfaction, motivation and loyalty. The purpose of the survey, which is based on a European model known as the European Employee Index, is to increase transparency and identify areas for improvement. When the scores do not meet expectations, the local managers – supported by the Human Resources staff – must initiate activities to improve employee satisfaction.

Our approach

At Danske Bank, we integrate responsibility in our core business, work with partners and stakeholders, and report on our progress regularly.
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Diversity and inclusion

We believe that a diverse workforce helps expand our perspective in the various geographical regions where we do business.
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Corporate volunteering

In 2016, we spent 5,000 hours on voluntary work, helping people gain the financial confidence to handle the challenges of their personal finances.
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