TDC Group Annual Report 2011(6,4MB) - TDC Annual Report 2011

At TDC, we continued to increase the amount of videoconferencing
equipment in 2011, and now have 100 videoconference
systems at our disposal. In addition, we have
500 PC licences that enable employees to connect via their
own PCs and participate in video meetings no matter where
they are. With this initiative, TDC has made substantial
savings on transportation and therefore CO2 emissions,
and employees avoid long days spent travelling.
As an experiment, in 2011, TDC also made two electric cars
available at the headquarters in Teglholmsgade for
employees attending meetings in the Copenhagen area.
This extremely successful initiative will probably be followed
by a trial involving small vans for our technicians in 2012.
In 2011, we also gathered environmental data from our
entire Group, which has provided a better overview of our
resource consumption. Our ambition for 2012 is to be able
to measure and thereby control the energy consumption of
each business area and each platform at a more detailed
level.
Employee well-being and diversity
TDC Group Annual Report 2011
TDC’s ambition
For many years, TDC has endeavoured to be a diverse
workplace that welcomes all types of employees. We focus
on diversity because we value having a diverse and
competent workforce irrespective of gender, ethnicity,
functional capacity and sexual orientation. As TDC also has
many Danish business contacts, we would like our company
to reflect Danish society.
With TDC's diversity strategy, we have devised a framework
for working systematically with diversity. We work
strategically with diversity to exploit the scope and variation
of our employees' competences and create variation and
innovative thinking in day-to-day work.
At TDC, we also focus on our employees' well-being, and
believe this is closely linked to our employees' health.
Consequently, our health, safety and working environment
policy has clear targets for minimising work-related
accidents and long-term absence due to illness.
Actions, results and objectives
Diversity
TDC has defined clear targets for more women in
management and is committed to working with diversity in
broad terms to ensure increased diversity among both
executives and employees in general at TDC. For example,
at year-end 2015, 33% of the top 250 managers in TDC
Denmark must be women, and we will be implementing a
number of initiatives to promote diversity. During 2011, we
worked together with partners on developing activities for
2012 that will focus on maximising the benefits of diversity
in relation to innovation.
TDC also focuses on gender equality in relation to parental
leave, for example with the 'Fars Kram' (Father’s Hug)
scheme, which allows all fathers to take up to 13 weeks of
paternity leave – an offer that more than 70% of new
fathers were happy to accept in 2009, 2010 and 2011. By
supporting paternity leave, this scheme also contributes
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