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Responsibility 2018.
CASE: Fact-finding of alleged cartel activity.
The screening process revealed allegations of cartel activity in one of ATP’s portfolio companies. The company operates in the pharmaceutical industry, and the activities allegedly took place in the USA.
Cartels are illegal and in violation of antitrust laws, including US law. In some cases, companies which are involved in cartels may be in breach of ATP’s Policy of Responsibility. The allegations were serious and suggested that the company had been engaging with competing pharmaceutical companies in order to coordinat...
ATP’s preliminary investigation found that the company generally had the necessary anti-cartel policies and procedures in place. The investigation also found that the allegations were generally not properly substantiated, and that the company’s involvement in the case had not been examined in sufficient depth. As a res...
Resource consumption and diversity in the ATP Group
69.
Responsibility 2018
70.
Responsibility 2018.
Resource consumption and diversity.
Employees in the ATP Group In 2018, the ATP Group employed a total of 2,948 full-time staff (avg), based primarily at locations in Vordingborg, Holstebro, Haderslev, Allerød, Lillerød, Frederikshavn and Copenhagen and at the head office in Hillerød.
As a large employer with many offices, the ATP Group leaves its ‘footprint’ on society, for example in the form of environmental, climate and employee impacts.
Employee satisfaction surveys ATP is constantly working to create an attractive workplace which is able to attract and retain motivated, dedicated and competent managers and employees.
Employee satisfaction is measured annually against the following three targets: job satisfaction, satisfaction and motivation. For 2018, the indices for all three targets were at 75, 74 and 75, respectively.
Environmental impact In the table on the following page, ATP accounts for environmental impacts, for instance through carbon emissions, electricity, heat and water consumption in ATP’s Danish offices in Copenhagen, Haderslev, Holstebro, Vordingborg, Frederikshavn, Hillerød, Allerød, Lillerød and Østerbro and the office...
Note: Average number of full-time employees in 2018 in Denmark.
230 206 1,675 175 263 271.
Employees in Denmark.
Note: Employee satisfaction survey data based on ATP employees’ own ratings of job satisfaction, satisfaction and motivation on a scale from 0 to 100.
0 20 40 60 80 100 2018 2017 2016.
Arbejdsglæde Tilfredshed Motivation.
Employee satisfaction 0,00 0,8 1
1,2 1,4 2018 2017 2016.
Tons pr. FTE.
Carbon emission per employee 0
1.200 1.600 2.000 2018 2017 2016 kwh.
Power consumption per employee
71.
Responsibility 2018.
Initiatives in 2018, focusing on ATP’s responsibility.
Energy-saving initiatives ATP is constantly seeking to improve its environmental performance and reduce carbon emissions from consumption. When ATP’s buildings are reconstructed, it is assessed whether it would be beneficial to install new LED lighting fixtures to save energy.
At the same time, quality is assessed to ensure optimum lighting with the least environmental impact.
To ensure streamlined transition to more energy-friendly lighting, the plan is to install LED fixtures throughout the Hillerød location in 2019. This is expected to generate savings on both kWh consumption and carbon emissions of more than 50 per cent.
1 Number of employees is determined as the average number of full-time employees in Denmark.
2 Consumption figures for Lillerød are calculated using the most recent figures and an estimate to obtain the estimated annual consumption.
3 Water consumption figures for Lillerød were not available. To determine the environmental impact, this figure is adjusted to account for the consumption in Lillerød to proportionally reflect total carbon emissions.
4 The calculated carbon emission includes scope 4 (emission factors for fossil fuels), scope 1 (emission factors for power and district heating) and scope 2 (emission factors for derived transport, power and district heating), calculated using the climate compass ‘Klimakompasset.dk’.
2018 2017 2016.
ATP facts.
Number of locations 10 9 8.
Number of sq. m. 76,654 73,933 60,714.
Number of full-time employees (FTE) 1 2,948 2,966 2,445.
Consumption data.
Power consumption (MWh) 4,420 4,198 3,864.
Heat consumption (MWh) 2 6,355 5,667 4,943.
Heating degree day-adjusted heat consumption (MWh) 6,959 6,703 5,687.
Water consumption (m3) 3 18,747 15,710 15,593.
KPIs.
Area per employee (sq. m.) 27 27 30.
Power consumption per employee (kWh) 1,567 1,545 1,893.
Power consumption per sq. m. (kWh) 58 57 64.
Heating degree day-adjusted heat consumption per employee (kWh) 2,467 2,466 2,793.
Heating degree day-adjusted heat consumption per sq. m. (kWh) 91 91 94.
Water consumption per employee (m3) 7.02 5.78 7.66.
Water consumption per sq. m. (M3) 0.25 0.21 0.26.
Carbon emission 4.
Carbon emission, water consumption (tons) 1,076 1,057 910.
Carbon emission, power consumption (tons) 982 1,189 926.
Carbon emission, transport (own vehicles, taxis and aircraft travel) (tons) 552 479 447.
Total carbon emission (tons) 2,610 2,725 2,283.
Carbon emission per employee (tons per FTE) 0.92 1.00 1.12.
Environmental impacts through carbon emissions, electricity, heat and water consumption etc.
72.
Responsibility 2018.
Foodwin campaign In 2018, ATP completed a foodwin campaign which focused on food waste. In the spring, all canteen employees learned how to make the most of ingredients and surplus food. The initiative increased the range of available meal options in the canteen, enhancing customer satisfaction and reducing food waste ...
Working environment ATP is aware of its social impact and has a firm focus on its responsibility. ATP also keeps this in mind when negotiating new agreements. In 2018, a new cleaning agreement was signed which included a commitment to a healthy working environment. Night shifts have been changed to afternoon and evenin...
Smoke-free workplace Effective from 2018, ATP has introduced smoke-free working hours. This decision is in continuation of a number of initiatives implemented to ensure a healthy working environment and generally encourage a healthy lifestyle among employees – for instance through a focus on nutrition, exercise and alc...
The management is aware that the strategic decision to introduce a smoke-free workplace can be regarded as incompatible with investments in tobacco companies. ATP cannot, on the basis of its own employee policies, deviate from the fundamental principles underlying its investment activities.
Diversity and inclusion ATP has a strong track record of commitment to diversity and inclusion, and back in 2010 this led to the establishment of the FASE+ department. One thing all FASE+ employees have in common is that, for various reasons, they need support in order to facilitate their return to the labour market. M...
ATP’s Diversity Policy.
At ATP, the working environment is strengthened through diversity. Diversity provides for a more dynamic, vibrant and inspirational working environment – for the benefit of both employees and customers. In other words, diversity among managers and employees is the basis for continuous innovation and competitiveness. Di...
73.
Responsibility 2018 training programme, while one has begun a traineeship. At year-end 2018, 19 employees previously associated with FASE+ were employed at ATP on standard or special terms.
ATP’s report on the status of compliance with the target figures set for the underrepresented gender.
ATP’s Diversity Policy is adopted by the Supervisory Board and defines a target for the gender distribution of ATP’s senior management. The target is to have at least one third of the underrepresented gender on ATP’s Board of Representatives (at least 11) and on ATP’s Supervisory Board (at least 5). This target must be...
The members of ATP’s Board of Representatives and Supervisory Board are appointed by the individual organisations. The election period applicable for members of the Board of Representatives and the Supervisory Board is three years, which means that one third of the members are appointed each year. We are still working ...
The gender balance target also applies to the Supervisory Boards of ATP’s subsidiaries. This means that the underrepresented gender should make up at least one third of the Board, the same as the target for ATP’s Supervisory Board and within the same time horizon. Specifically as regards the gender distribution on the ...
Estate Partners II K/S, ATP Ejendomme A/S, Private Equity K/S, Private Equity Partners I K/S, Private Equity Partners II K/S, Private Equity Partners III K/S, Private Equity Partners IV K/S, Private Equity Partners V K/S and Private Equity Partners VI K/S. This is primarily due to the fact that the Supervisory Boards o...
Target figures for the underrepresented gender.
ATP’s executive order on accounting stipulates that ATP is to account for the status of compliance with the target figures set for the underrepresented gender on the Supervisory Board, including why ATP has not achieved the target set, if this is the case.
2018 2017 2016.
Gender distribution among all employees.
Women 64% 65% 67%
Men 36% 35% 33%
Gender distribution on the Supervisory Board and the Board of Representatives.
Women 32% 34% 34%