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 customers.

If we are to achieve our ambitious CO2 reduction targets, we also have to look at our own organisation. At Topdanmark, we have many initiatives in the workplace that we believe will make a difference to the green transition. We have a particular focus on reducing business trips, as this is where we have our biggest emissions. This applies to both our flights and driving in company cars. 

But also in our claims handling, we look into finding solutions that support the green transition and especially the CO2 reduction. For example, we focus on less use-and-throw-away culture. In practice, this means that we would rather repair than replace cash for, for example, damaged IT equipment.

Therefore, in 2023 our internal community for a green workplace – WorkGreener – worked intensively to create awareness of and initiatives for the green workplace. Among other things, WorkGreener held Topdanmark’s first ever Green Week, in 2023. During this week, the focus was on the smaller efforts and life hacks for the green transition. Green Week offered, among other things, Sustainable Bingo, daily waste quizzes and the launch of Topdanmark’s car-pooling system.

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 81 points, which tells us that our employees thrive at the workplace both socially and professionally. In 2023, we saw a one percent decrease in the response rate, however, we still see a high level of responses at 95%, which shows us that our employees value and prioritise the engagement survey. Notably in 2023, we saw that the teams with the lowest score in the previous engagement survey have raised their scores by between 7 and 14 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.

However, the majority of our customers are in the SME segment, and after our screening efforts, we found only minor incidents that broke with our principles for sustainability with our customers. However, none of these incidents could be characterised as adverse breaches of the UN Global Compact Principles, which include labor and human rights, as well as climate and environmental aspects.

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.