From value-based attitudes to socially responsible actions

DANSANI wishes to treat its employees better than most other companies. Among other things, we do this by maintaining high safety standards in the working environment, showing concern for the individual and making a special effort to increase health and safety at the company, for example by offering health checks, striving to reduce the number of industrial accidents, limiting the use of chemicals and preventing RSI caused by repetitive movements.

DANSANI'S INITIATIVES TO PROMOTE A GOOD WORKING ENVIRONMENT AND EMPLOYEE SATISFACTION

• We practise an employee policy with focus on job satisfaction, concern for the individual, wellbeing, health, safety and social responsibility.
• All new employees complete an induction programme at the company to ensure a good start to their new job, provide an introduction to the company's approaches and values and highlight the positive aspect of meeting their new colleagues.
• Consideration for the working environment is integrated into our buildings in Haderslev - for example in the form of flooring that is gentle on the legs and feet, many large windows providing natural light, which promotes a good daily rhythm and temperature regulated production halls to prevent illness.
• We constantly work to minimise noise levels in both production and administration.
• We support health-promoting activities.
• The food in our canteen is bought and prepared according to healthy eating principles.
• Our smoking policy does not permit smoking indoors.
• We support a balance between working life and private life. If there is periodically a need for it, the company offers a helping hand in the form of flexible hours, reduced hours, leave or, if possible, days working from home.
• Monthly staff meetings are held at which employees are kept up to date with information regarding finances and other matters.
• We go on an annual study tour to seek professional inspiration and strengthen the team spirit.
• We actively work to integrate people who have difficulty getting onto the labour market, such as ethnic minorities and people with reduced ability to work.
• We have an established senior policy, which partly makes it easier for our older employees to maintain their connection with the labour market and partly ensures that we can retain their knowledge and expertise in the company.
• Employees in management positions are trained to conduct care interviews in order to increase their ability to support employees at times of personal crisis.
• We conduct an annual job satisfaction survey among our employees to ensure that the management's perception of job satisfaction matches that of the employees.
• We use the results of the satisfaction survey to implement improvements and new focus areas.