global.eg.dk
VAT: 40 40 60 93 
1 January – 31 December 2022
ESG Report
2022
Statutory report cf. Section 99a, b and d 
of the Danish Financial Statements Act 
for the financial year 2022.

3	
EG at a glimpse
4	
The CEO Statement: Let’s go further
6	
EG as a company
7	
Governance, policies, actions and metrics
9	
Environment: We want to be a 
climate positive company
10	
Environmental Material Topics
11	
Key Environmental Metrics
12	
In 2023 we will focus on 
13	
Software nudges construction industry 
 to pick sustainable solutions
15	
Social: We want to be a diverse and 
unified world class working place
16	
Social material topics
17	
Volunteering means caring  
for others
19	
In 2023 we will focus on
20	
Key Social Metrics
22	
Case study – Diversity is the key  
to valuable software
23	
Case study – Meet four strong  
EG-professionals
25	
Governance: We want to be an 
honest, trusted and accountable 
software company
26	
Governance material topics
29	
Case study – Building next  
generation cybersecurity
30	
In 2023 we will focus on
31	
Key Governance Metrics
33	
Case study – Compliance & standard 
procedures proved valuable as 
Russia invaded Ukraine
34	
UN Global Compact
Content

Vision  
We enable our customers to  
become industry leaders
Values
Customer focus
Deliver what we promise
Respect for each other
Strategy
We build market leading positions 
in our business units supported by 
a strong common operating model 
while we maintain diversity and 
empowerment in our business units.
Mission
We build market leading  
vertical software
EG at a 
glimpse
Key Markets
Denmark
Norway
Sweden
Finland
Key 
Verticals
29,000+
Clients
Group Revenue 
2022
2,077
DKK million
Employees & Contractors
dedicated to R&D
700+
Employees & 
Contractors
1,900+
Years of  
Experience
44
Healthcare
Business Services
Construction
Retail & Wholesale
Utility
Public sector
Industrials
Real Estate

The CEO Statement: 
Let’s go further 
As a leading Nordic vertical software company with both public 
and private customers we have a substantial impact on the 
world around us. Customers, employees, investors and society 
at large depend on EG to balance the interests of all stake-
holders. We take our corporate responsibility seriously and it is 
integrated in the way we make decisions and do business.
EG is committed to the UN Global Compact, and we continuously 
drive initiatives to ensure that we prioritize the UN’s sustainable 
development goals and are transparent about our progress. 
We have analyzed our corporate social responsibility with spe-
cial attention to the internal impact, the relational impact and 
the global impact of our activities.
Based on this assessment we have identified three strategic 
ESG objectives, that we pursue: 
As a company, we want to be:
•	 A climate positive software company
•	 A diverse and unified world class working place
•	 An honest, trusted and accountable software company
We have also identified the most material topics to meet each 
of the three objectives and we have initiatives and metrics in 
place to ensure progress. 
In this ESG report we describe our initiatives and metrics in 
more detail but let me highlight some of the most important 
achievements this year.
This year EG has worked hard to reduce our energy consump-
tion using our own technology and by utilizing a flexible work-
ing model. In some locations we have already seen significant 
energy reductions, reducing our overall CO2-footprint. In order 
CEO Mikkel Bardram
This year EG has worked hard to 
reduce our energy consumption 
using our own technology and by 
utilizing a flexible working model.
4	
ESG Report 2022

to reach these results, we have 
among other initiatives implement-
ed our own Energy Management 
System, EG EnerKey / EG Omega, 
using sensor technology and arti-
ficial intelligence to assess where 
and when we need to turn energy 
consumption up and down in our 
facilities. Furthermore, we use our 
own software, EG Worksense to 
make sure we optimize the use of 
our facilities and can reduce space 
and energy consumption, where it 
is not needed. 
We value our employees as one of our most important assets 
and I am happy that we have been able to maintain a high level 
of employee engagement in 2022. As a company we offer a 
safe and stable working place combined with a high degree of 
individual possibilities like working remotely, internal talent 
development and an informal and inclusive tone of voice. This 
is not a culture that generates itself. It is a culture that we tend 
to and nurse. We have in 2022 established a Global Diversity 
Committee by asking our employees if they want to join and 
generate ideas on how to work even 
more with diversity and inclusion. The 
committee will support EG in address-
ing challenges in diversity and inclusion 
and discussing solutions to meet them. 
We have already got the first and valua-
ble inputs and I look forward to working 
with the committee in 2023.
Within governance the key focus in 
2022 has been “data security”. The 
war in Ukraine and the threats to data 
security has been eminent and we 
have worked hard to upgrade all our 
security systems and procedures to 
make sure that we handle and protect the data of our customers, 
our employees and EG as a company.
In EG, we deliver what we commit to as a company. With this 
report we commit to making progress on the ESG initiatives and 
balance the interests of the stakeholders that depend on EG.
Mikkel Bardram
CEO, EG A/S
With this report we 
commit to making 
progress on the 
ESG initiatives 
and balance the 
interests of the 
stakeholders that 
depend on EG.
Environment
Governance
Social
A climate positive 
company
A diverse and 
unified world class 
working place
An honest, trusted 
and accountable 
software company
Material topics
Material topics
Material topics
•	 Carbon Emission
•	 Energy Management
•	 Climate Risk
•	 Pollution and waste
•	 Employee health  
	 and safety
•	 Diversity and Inclusion
•	 Wage level and  
	 equal pay
•	 Employee turnover rate
•	 Data Privacy
•	 Corporate Governance
•	 Transparency and  
	 reporting
•	 Stakeholder Engagement
•	 Ethics and Compliance
ESG initiatives
ESG metrics
5	
ESG Report 2022

EG as  
a company
As a leading Nordic vertical software provider, EG develops and 
delivers proprietary software-as-a-service solutions (SaaS) and 
other services across eight key verticals. EG seeks to continue 
to build and strengthen its market leading positions in both 
new and existing vertical markets, through continuous product 
development and innovation, and by strategic acquisitions.
To be trusted as an accountable business partner, we engage 
with our stakeholders continuously improving our offerings and 
solutions to the benefit of customers, owners, vendors, employ-
ees, and society.
In 2022, EG has progressed significantly on boarding acquired 
companies to our common operating model, onboarding 11 
more acquired companies. The EG Operating Model provides a 
common way of working, based on a collaborative culture and 
group-wide tools, policies, and processes, offering a central 
framework that adds value to EG’s business units.
Recurring revenue 
delivery infrastructure
Agile software 
development
Digital Sales 
& Marketing
Fulﬁlment/ 
Implementation
Customer Support
& Engagement
Agile product 
management
Business
Units
Owners
Society
Employees
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The EG Operating Model
6	
ESG Report 2022

Governance, policies, 
actions and metrics
EG’s ESG Committee sets the targets and prioritizes the ESG- 
activities based on our materiality assessment and ensure that 
all the policies to back up the strategy are updated and in place 
along with the relevant key performance indicators.
The EG ESG Committee is a cross-functional senior manage-
ment committee of EG, chaired by the CEO. 
The Committee has in 2022 regularly evaluated the EG ESG ac-
tivities, based on changes to relevant laws, regulatory guidance 
and best practice and they have been looking into new ESG 
activities and initiatives in EG for 2023. In addition, they have 
been monitoring and discussing the EG’s ESG management 
principles, process, controls, and main risks in 2022.
The EG ESG Committee has in 2022 diligently revisited, analyzed 
and evaluated our material sustainability topics which we main-
tain, and the committee is looking into setting new goals. 
In 2023, we will continue to develop our ESG program and all rele-
vant actions in compliance with all relevant laws and regulations. 
The EG ESG Committee reports on initiatives, progress, and the 
material ESG topics to EG’s Board of Directors.
Environment
Governance
Social
•	 Environmental Policy
•	 Green Company Car  
	 Policy
•	 Diversity and Non- 
	 discrimination Policy
•	 Health & Safety 
•	 Employee Handbook
•	 Employee Privacy  
	 Policy
•	 Code of Conduct –  
	 workers
•	 Anti-Corruption  
	 and Bribery Policy
•	 Cyber and Security Policy
•	 Whistleblower Policy
•	 Data Ethics Policy  
	 GDPR Handbook
•	 Financial Policy
•	 IP Policy
•	 Competition Policy
•	 Patch Management Policy
•	 Software Policy
•	 Cookie Policy 
•	 Privacy Policy
•	 Code of Conduct – 
business partners
•	 E-mail Policy
•	 Tax Policy
ESG Policy
Overall
7	
ESG Report 2022

Environment

Environment: We 
want to be a 
climate positive 
company
We want to be a 
climate positive 
company
Once again, the international community in 2022 agreed that 
companies as well as private citizens need to act now if we 
want to reach the targets set in the Paris Agreement and re-
duce global warming.
As an accountable company EG has a long-term commitment to 
being climate positive, and we aim to support our customers by 
enabling them to reduce their CO2 footprint through many of 
our software solutions. 
The energy crisis has accelerated the need to reduce our own 
energy consumption and that has helped us to motivate EG’s em-
ployees to make behavioral changes that reduce energy usage.  
We have also seen a growing demand for our Energy Manage-
ment Software which helps our customers act immediately to 
optimize their energy consumption. Digitization is a central part 
of the solution to the energy crisis and our focus is to ensure 
that tools are made available for as many businesses as possi-
ble. The biggest positive environmental impact we can have as 
a software company is to support our customers in achieving 
their climate ambitions.
During 2022 we have also had a dialogue with our key suppliers 
including data center providers to pursue reporting on scope 3. 
Our conclusion is that it is still too early to share data on scope 3 
due to lack of maturity in data standards and availability of data 
but we will continue to work with our key suppliers to establish 
a baseline for CO2 emissions in scope 3. 
9	
ESG Report 2022

GHG reporting
Climate  
Risk
Pollution  
and waste
2021 was the first year that EG cal-
culated and reported on Scope 1 and 
2 GHG emissions. This means that 
this is the first year with comparative 
figures of GHG emissions and we have 
extended our reporting and now it in-
cludes 84% of our employees and 85% 
of our square meters.
The EG ESG Committee has evaluated 
our environmental policy based on 
climate risk and changes to relevant 
laws, regulatory guidance and best 
practice. As a distributed software 
company with no physical produc-
tion our main exposure is the risk of 
energy shortage. We do have facili-
ties in areas in Spain and India with 
high water stress. However, water is 
not material to our operations in any 
of our locations. 
We recycle when possible and dis-
pose of waste according to national 
regulations. Waste, such as obsolete 
IT equipment and mobile phones, 
paper and food are sorted according to 
national requirements and recycled or 
disposed of at approved recycling fa-
cilities. Hazardous chemicals and haz-
ardous waste are labeled, stored, and 
managed according to the authorities’ 
instructions and disposed of at envi-
ronmentally approved reception facili-
ties. We ensure that all wastewater is 
treated in a public treatment plant ac-
cording to national requirements. Our 
employees follow our environmental 
policy and reduce waste by recycling 
where possible, avoiding food waste 
and sorting waste for recycling. 
Environmental Material Topics
EG has determined GHG emissions, energy management, climate 
risk, pollution and waste to be significant topics for our business.
In 2022 we have progressed well against our environmental 
targets. On at least three different areas we are moving in the 
right direction. 
1.	We have increased the share of renewable electricity from 
49% to 62%. 
2.	We have reduced the CO2 per FTE on both scope 1 and 2 and 
we have increased the scope we cover with our environmen-
tal reporting. 
3.	We have seen that the focus on our environmental initi-
atives and implementing our own Energy Management  
Software (EMS) has made a substantial and immediate dif-
ference to our energy consumption levels. We have seen 
reductions in our energy usage of 20-30% in the first couple 
of months we have been using the software in our facilities.
Electricity  48%
Conventionel Vehicle  20%
Heating  16%
Stationary Composition  10%
Electric Vehicle  6%
Scope 1  30%
Scope 2  70%
Environment

Key Environmental Metrics
Metric
Target
2022
restated
2021
2021
2020
Total energy consumption2)
-
4,531 MwH
4,645 MwH
3,349 MWh
-
Share of renewable energy within electricity consumption3)
-
62%
41%
49%
-
CO2e emissions Scope 14)
-
207 tons CO2e
228 tons CO2e
184 tons CO2e
-
CO2e emissions Scope 1 per FTE
-
0.136 tons CO2e/FTE
0.159 tons CO2e/FTE
0.155 tons CO2e/FTE
-
CO2e emissions Scope 2 – local based5)
-
301 tons CO2e
340 tons CO2e
298 tons CO2e
-
CO2e emissions Scope 2 per FTE – local based 
-
0.198 tons CO2e/FTE
0.238 tons CO2e/FTE 0.251 tons CO2e/FTE
-
CO2e emissions Scope 2 – market based6)
-
479 tons CO2e
568 tons CO2e
402 tons CO2e
-
CO2e emissions Scope 2 per FTE -market based
-
0.314 tons CO2e/FTE
0.397 tons CO2e/FTE 0.339 tons CO2e/FTE
-
Does your company follow a formal Environmental Policy
Yes
Yes
Yes
Yes
No
Does your company follow specific waste, water, energy, and/or recycling polices
Yes
Yes
Yes
Yes
No
Does your Senior Management Team oversee and/or manage climate-related risks?
Yes
Yes
Yes
Yes
Yes
FTEs included in Co2 reporting / share of total FTEs
1524 / 84%
1430 / 94%
1188 / 71%
M2s included in Co2 reporting / share of total M2
27,175 / 85%
2) Total Energy Consumption: Energy consumption associated with fuels and 
electricity consumption of vehicles, natural gas consumption, electricity and district 
heating consumption at EG locations in Denmark, Sweden, Norway and Poland. 
Wherever relevant, the consumption is converted to kWh by using conversion factor 
from BP Statistical Review of World Energy. Note that the energy consumption in 
vehicles covers 80% of EG vehicles, and the energy consumption in office buildings 
only covers the ones that are occupied by 71% of FTEs and 70% of our square meters. 
3) Share of renewable energy: The share of renewable energy within the electricity 
consumption at EG locations in Denmark, Sweden, Norway and Poland, including 
electricity consumption in office buildings and electric vehicles. At the locations where 
EG does not own or lease the whole office buildings, the electricity consumption is 
estimated according to the fraction of surface area that is owned or leased by EG. 
For one location, annual electricity consumption data in 2020 is used as estimation. 
Renewable energy is obtained via energy attribute certificates and direct contracts 
for renewable energy purchase. Note that electricity consumption only covers office 
buildings that are occupied by 71% of FTEs. This share of renewable energy represents 
the fraction of renewable energy within the electricity consumption in scope.
4) Scope 1: GHG emissions associated with combustion of fuels in vehicles that are 
owned or leased by EG Denmark and EG Sweden, and with combustion of natural gas at 
EG office buildings in Denmark. GHG emissions from combustion of fuels in vehicles is 
calculated based on the annual driven distance per vehicle, and the corresponding GHG 
emission factors (CO2e/km) published by the transport authorities or obtained from a 
leasing company. GHG emissions from combustion of natural gas are calculated based on 
the annual consumption of natural gas and the latest GHG emission factor published by 
DEFRA. At the locations where EG does not own or lease the whole office building, the 
consumption is estimated according to the surface area that is owned or leased by EG. 
For one location, annual consumption data in 2020 is used as estimation. 
5) Scope 2 local based: GHG emissions associated with the purchased electricity and 
district heating consumed at most EG office buildings in Denmark, Sweden, Norway 
and Poland, and electricity consumed in vehicles that are owned or leased by EG 
Denmark and EG Sweden, calculated using location-based approach. It is calculated 
based on the annual consumption of electricity and district heating and the average 
grid GHG emissions factors published by local grid owner or International Energy 
Agency (IEA). At the locations where EG does not own or lease the whole office 
buildings, the consumption is estimated according to the fraction of surface area that 
is owned or leased by EG. Note that the GHG emissions only cover office buildings that 
are occupied by 71% of FTEs, and 70% of total square meters available. 
6) Scope 2 market based: GHG emissions associated with the purchased electricity 
and district heating consumed at EG office buildings in Denmark, Sweden, Norway 
and Poland, calculated using market-based approach. It is calculated based on the 
annual consumption of electricity and district heating, the GHG emissions factors from 
suppliers, and the residue mix published by local grid owners or European residual 
mix. At the locations where EG does not own or lease the whole office building, the 
consumption is estimated according to the fraction of surface area that is owned 
or leased by EG. Note that the GHG emissions only cover office buildings that are 
occupied by 71% of FTEs, and 70% of total square meters available.
1)  Due to increase in scope of locations, for 2021 numbers are restated to ensure comparative numbers
Accounting policies for the Key Environmental Metrics not disclosed on the page see page 35.
1)
11	 ESG Report 2022
Environment
11

Key environmental 
initiatives and 
achievements in 2022
In 2023 we 
will focus on
Action 
Calculating our GHG emissions for Scope 1 and 2 
for more entities and for Scope 3
Purpose 
Develop plan for further GHG reductions
Target
<0 GHG emissions by 2030
In 2022 we:
•	 Acquired Vitani Energy Systems and Ørn Software 
to expand our portfolio within Energy and Sus-
tainability Management and Facility Management 
•	 Bought 994.928 kWh GHG-neutral and renewa-
ble energy for our facilities in Denmark for which 
we are billed directly 
•	 Implemented our Energy and Sustainability Man-
agement System, EG Omega/EG Enerkey at our 
own facilities
•	 Implemented EG Worksense to allow employees to 
reserve desks, optimizing the use of office space
•	 Accelerated all plans for transforming current 
energy sources into greener solutions, including 
solar panels and heat pumps in all relevant office 
buildings
•	 Established several partnerships in order to share 
our knowledge and improve our solutions
•	 Won the Danish award, ‘Energiforum Danmarks 
Innovationspris 2022’ together with Fusebox.
Environment

Software nudges construction 
industry 
 to pick sustainable solutions
Software nudges construction 
industry to pick sustainable solutions
Case study
According to the UN Environment Organization, UNEP, the 
construction industry accounts for nearly 40% of total CO2 
emissions globally, making the construction industry one of the 
biggest contributors to the global warming.
Therefore, the Danish state has changed its building regulations, 
so all new buildings as of 1 January 2023 must document the 
climate impact (CO2) by making a life cycle assessment (LCA).
On top of that, all buildings above 1,000 m2 must document that 
the building emits less than 12kg of CO2-equivalent gasses per 
m2 per year. From 2025, these restrictions apply to all buildings, 
and the limit will be lowered.
These rules represent a huge challenge for the construction in-
dustry as each individual material has its own CO2 footprint. To 
stay below a certain level of emissions throughout the life of the 
building, optimization must take place right from the design phase.
Thus, EG has developed easy-to-use LCA-calculators for the 
designers and estimators. 
“In our calculation systems we already use 2D drawings and 
BIM 3D models for buildings. We convert it to activities and bill 
of materials, after which we calculate cost of the building. We 
have done that digitally for more than 20 years in EG. Therefore, 
it was natural for us to add an LCA to the calculation process” 
says Magnus Therkildsen, Head of Development.
The LCA-calculation is done in four steps: 
•	 2D or 3D models of the building are broken down to material level
•	 CO2 emission data is linked to each material using industry 
EPD’s. An Environmental Product Declaration (EPD) is a single, 
comprehensive report telling the life cycle story of a product. 
The EPD provides information about a product’s impact upon 
the environment, such as global warming potential, smog 
creation, ozone depletion and water pollution.
•	 LCA figures are summarized to check limit values
•	 Scenarios with alternative materials are calculated
“Our LCA calculators enables the designers and estimators to 
make the right choices and provides the building owners with 
the documentation they need. I’m certain this will push our cus-
tomers and our customers’ customers to make even more en-
vironmentally sound choices and enable the growing industry 
of sustainable building materials. Choices that would otherwise 
be very difficult to make, but now requires minimal effort with 
our software to show the consequences of the various choices. 
Thus, software and building data push to move behavior in a 
more sustainable direction,” says Magnus Therkildsen, Senior 
Manager, Development, and continues “We have developed the 
software together with clients, and they all express that the 
result is a very intuitive and easy solution.”
EG is a leading supplier of software for the 
construction industry in Denmark, Norway, 
and Finland with more than 10,000 customers, 
and 300 dedicated employees who only deal 
with the construction industry.
EG supplies software for the entire con-
struction process from design to finished 
construction.
13	 ESG Report 2022

Social

We want to be a diverse 
and unified world class 
working place
EG wants to be a diverse and unified world class working place, 
and we offer our employees an attractive, safe and healthy 
working environment. 
We are a diverse organization with locations across 8 countries 
and with significantly more females in our workforce compared 
to peers in the market. Our objective is to leverage this diversity 
to develop our company and our offerings to the customers. We 
also remain focused on employee wellbeing and satisfaction, and 
again in 2022 we improved our Employee Engagement score.
We have a dedicated HR Organization ensuring that we follow 
all national and international laws and agreements and execute 
activities designed to attract and retain the right employees. 
Employee health and safety, diversity and inclusion, wage level 
and equal pay as well as employee turnover rate are significant 
to our business.

Employee 
turnover rate
EG employees are skilled and experienced 
with an average age of 45 and average 
tenure of 7,5 years. In a highly com-
petitive market, we are satisfied with 
a voluntary employee turnover rate of 
11% even though we continuously try 
to improve our working place conditions to 
retain and attract the right people with the 
right skills and mindset.
Social 
material 
topics
Employee health 
and safety 
Healthy and safe work conditions are 
both a human right and a prerequisite 
for running a productive, effective, and 
attractive workplace with zero work- 
related injuries and a minimum of sick 
leave. 
EG supports and respects the protection of 
internationally proclaimed labor rights. We 
do not use child labor, forced or compulsory 
labor in any of the countries in which we 
operate.
We monitor the health and safety of our em-
ployees with mandatory work assessments 
and in our Employee Engagement Survey, 
which takes place three times a year. In 
2022, the overall Employee Engagement 
score in EG Pulse improved to 7.8 from 7.7 
in 2021. In 2022 we had three (3) work 
related injuries, all three related to minor 
physical injuries.
Wage level  
and equal pay 
We strive to have an equal salary for each 
role at each job level. All our employees 
are offered the same benefit scheme and 
any potential salary adjustment within 
the annual salary review will be based on 
performance. However, salaries within EG 
may be individual and differentiated based 
on e.g., market factors and performance. 
A difference cannot be justified based on 
factors not related to performance and 
markets, such as gender. We track status 
and our statistics show no major pay gap, 
and minor issues are handled with specific 
interventions.
We comply with all national and inter-
national regulations regarding minimum 
wages and our wage level is equal to the 
wage level in all the countries we operate. 
In 2022 we have implemented an external 
salary benchmark tool to ensure fair and 
competitive salary in all roles and across 
genders.
Diversity  
and inclusion
Diversity and inclusion are significant to the 
development of both the labor market and of 
our business. In EG, we believe that every per-
son should have the same opportunities, and 
as a company we believe a diverse workforce 
is prerequisite for developing and delivering 
viable digital solutions for a diverse world.
We continue to strive for a female/male di-
versity balance substantially higher than the 
average in the Danish tech industry. 33% of 
the employees in EG are female compared to 
26% in the Danish IT-industry, according to IT 
Brancheforeningen/ITB. 18% of top manage-
ment and 31% of all our managers are women.
In 2022, EG have had an enhanced focus on Di-
versity and Inclusion and established a Global 
Diversity Committee who will support EG in ad-
dressing challenges in diversity and inclusion 
and discuss solutions to meet them. In EG’s 
Nordic Leadership Training there is also an en-
hanced focus on Diversity and Inclusion, where 
our leaders gain more knowledge on inclusive 
leadership and how to better support a diverse 
team. In 2022, 38% of the participants in EG’s 
Nordic Leadership Training were women. 
16	 ESG Report 2022
Social
16

EG has a volunteer program, 
allowing all employees to take paid 
time off to volunteer during work 
hours, one day per year. Here are 
some of the highlights from 2022 
showing how employees chose to 
spend their volunteer days.
Volunteering 
means caring  
for others
Case study
Izabella, Anna and Raimon spent a volunteer day at 
Fundacja dla szczeniat Judyta, a non-profit organisation, 
who helps puppies and disabled dogs. The foundation 
treats the dogs, prepares for adoption, and finds good, 
loving homes.
17 employees from EG Digital Welfare worked collec-
tively as volunteers at Sølund Festival, one of the largest 
music festivals in the world for mentally disabled citizens. 
Esther helped at the summer event 
at Center Sjælsmark, a national cen-
tre for Ukrainian refugees.
17	 ESG Report 2022
Social

Nina spent two afternoons at Frivilligcenter Århus, 
which offers free lunch every weekday to newly ar-
rived refugees from Ukraine. The food is delivered as 
donations by various companies that want to help. 
The EG Marketing Team spent a volunteer day with 
the Danish NGO Ventilen, that aims to prevent and bat-
tle loneliness among young people, creating an online 
member campaign.
In Norway Linn spent a day at the Girl Tech Fest (GTF) in 
Oslo. GTF is an initiative targeted at girls in 5th grade, 
encouraging more girls to select science & technology 
as part of their education.
Lena and Birgitte attended the Convention of Zonta, 
an NGO that focuses on improving women’s rights and 
gender equality together with more than 1,300 dele-
gates from all over the world.
18	 ESG Report 2022
Social

Action 
Ensure diversity in successors for management positions  
– integrate review in yearly Talent Review process
Continue to increase an inclusive mindset among leaders  
– additional training and awareness campaign 
Implement initiatives identified in Diversity Committee
Purpose 
Increase number of women in senior management
Build an even more inclusive culture
Increase employee engagement
Target
34% female leaders
An Employee Engagement Score of min. 7,8
In 2023 we 
will focus on
Key social initiatives and 
achievements in 2022
•	 Integrated a section around inclusive leadership in 
our Nordic Leadership training
•	 Increased awareness of EG Cores Values with an 
improved score from 7.7 to 8.0.
•	 Established a Global Diversity Committee
•	 Operationalised our Health & Safety Policy with 
additional offerings to support stress
•	 Improved communication and created easy access to 
offerings within Health & Safety
•	 Improved terms for maternity / paternity leave with 
focus on equal rights
•	 Reached 33% female employees with 31% mana–
gers being female
•	 Hired first female SVP
•	 Implemented Talent Succession planning as a part 
of our annual HR processes
•	 Employee engagement score increased from 7.7 to 7.8
•	 Increased use of our Volunteer Program which allow 
employees to take paid time off to volunteer to sup-
port social, environmental or health objectives of 
their own choice during work hours
Social

Key Social Metrics
Metric
Target
2022
2021
2020
Total share of positions held by men
66%
67%
67%
65%
Total share of positions held by women
34%
33%
33%
35%
Women on the board of Directors1)
22)
1
1
1
Women as share of top management
34%
18%
16%
16%
Women as share of all managers
34%
31%
30%
29%
Does your company follow a sexual harassment and/or non-discrimination policy?
Yes
Yes
Yes
No
Voluntary leavers
-
199
189
82
Involuntary leavers
-
93
88
113
Leavers in total
-
292
277
195
Voluntary turnover ratio 
<12%
11%
12%
7%
Employee turnover ratio 
<17%
16%
18%
17%
Number of human rights violation cases
0
0
0
0
2)  Board diversity target is communicated externally as a 2024 target. 
1) EG’s Board currently comprises nine members, of which six members have been elected 
by the shareholders at the Annual General Meeting, and three by the employees. One 
shareholder-elected members is a woman.  
 
Diversity is a key focus area for the Board of Directors. The Board of Directors annually 
discuss the company’s activities to ensure relevant diversity in the company.  
 
EG has in early 2022 established a Remuneration & Nomination Committee to assist the 
Board of Directors with e.g., the oversight of the composition of the Board of Directors. The 
committee will annually review the composition and competencies of the Board of Directors.  
 
The shareholders did not consider it necessary to change the existing composition of the 
Board of Directors at the annual general assembly or at the extra general assemblies in 
the reporting year.  
 
EG is on track with the goals that are set. EG will continue to implement actions to 
support the goals. As the defined target of two female boards members are not meet yet, 
the Board of Directors will stay committed to reach the target within the set deadline 
2024. 
20	 ESG Report 2022

3) CEO compensation divided by average total FTE compensation.
Accounting policies for the Key Social Metrics see page 35.
Metric
Target
2022
2021
2020
Work-related injuries (Group)
0
3
5 
1
Does EG follow an occupational health and/or global health & safety policy?
Yes
Yes
Yes
No
Does EG follow a child and/or forced labor policy?
Yes
Yes
Yes
Yes
Does the child and/or forced labor policy also cover business partners?
Yes
Yes
Yes
Yes
Does EG follow a human rights policy?
Yes
Yes
Yes
Yes
Does the human rights policy also cover business partners?
Yes
Yes
Yes
No
Employee Engagement score
7.8
7.8
7.7
7.6
Employee eNPS
35
38
33
27
CEO pay ratio3)
-
1:9
1:16
1:16
21	 ESG Report 2022
Social

Case study – Diversity is 
the key  
to valuable software
Diversity is the key  
to valuable software
Software must be developed and delivered by people with an  
understanding of the customers and the diversity of the end us-
ers. That is why it is important to EG that the employees are as 
diverse as possible, regarding e.g., gender, age and nationality 
as the surrounding society.
To HR Director Tina Bodin it makes perfect sense to walk an 
extra mile to, for instance maintain a gender balance across 
the industry average as EG wants to be a diverse and unified 
working place.
“Diversity breeds diversity. In areas with more female managers 
and professional role models, we find more female employees 
in all positions, and this is important to us and the industry,” 
says Tina Bodin.
In 2022, EG has established a Global Diversity Committee to 
strengthen its work with diversity.
“We bring together engaged employees from across the organi-
sation to discuss how to become an even more diverse company 
and how to ensure that we maintain an inclusive culture”, says 
Tina Bodin, Director HR in EG.
How to create attractive and  
diverse workplaces
•	 We make room for everyone and room for those who are different
•	 We endorse flexibility at work and in life
•	 We believe cooperation trumps individuality
•	 We create meaningful work
Case study
Work does not need to be performed in a 
specific place to be executed successfully. 
Remote work allows us to work outside our 
locations and we experience the flexibility 
this working model offers. We embrace the 
possibilities that the digital reality offers in order 
to successfully work outside of our locations. In 
EG we believe in flexibility and freedom and we 
trust our employees to work in the best interest 
of our customers, EG and our team when working 
remotely. We are happy that we can provide 
our employees with the right IT-equipment and 
furniture that support a remote office solution.
Working remotely 
in EG
 
Read our Diversity & Non-Discrimination Policy 
	
https://eg.dk/siteassets/media/files/about-
eg/csr/eg-diversity-and-non-discrimina-
tion-policy.pdf
Tina Bodin
In 2022, EG has established a Global 
Diversity Committee to strengthen 
our work with diversity.
Social

Meet four strong 
EG-professionals
Case study
Around the Nordic region, EG has more than 2,000 employees, 
33% women, working with the ambition to make a difference for 
customers and society. Please, meet four of them. 
Photo: Henning Iversen
Photo: Morten Bak
Photo: Anna Anderson
Photo: Pasi Hakala
Senior Product Manager  
Kathrine Lindequist Beyer, Denmark
“I have a BA with a focus on Business Study & Perfor-
mance design. I have now worked for 11 years in the 
IT industry but started in a digital advertising agency 
where we at some point chose to invest in welfare 
technology. That was my way into tech. What drives 
me today is the fact that together with my colleagues 
we create value for both social care professionals and 
citizens in regions, municipalities and private operators. 
We make it possible for them to work in the best pos-
sible way without compromising their professionalism. 
In this way, they have more time for the individual 
citizen. At the same time, our solutions can contribute 
to making the citizens more self-reliant.
Product Owner Ida Storhagen, Norway
“I have always been interested in developing and im-
proving processes that create value for customers and 
users. We must always provide correct data and ensure 
that the system the customer works with every day is 
updated and handled correctly. 
I may be naive but while working for EG I have never 
thought of gender as being important. It is just great to 
have diversity in the company. Everyone is important 
– from system developers to consultants and others 
who may be more focused on our customers. First and 
foremost, it’s about interests, not gender”.
Director Eija Kestilä, Finland
“I work for EG because I want to work with product 
development and because I want to work with some-
thing meaningful. When we help our customers save 
energy and become more sustainable, this is a benefit 
for everyone, as it benefits the environment for both 
us and our children. This keeps up my motivation. 
I started out as a developer, but quickly was given 
management responsibility. An important driver for me 
as a leader is to trust people and give them the tools, 
support and freedom they need to do their job.”
Software Developer  
Eleonore Bergquist, Sweden
“Basically, I love to create beautiful environments, 
plant flowers and things like that. But I am also a 
trained full stack web developer, focusing on PHP 
and JavaScript. At EG, I work with a system that helps 
Sweden’s electricity companies manage all facets of 
their contact with customers. It is all about gathering 
information and making administration as efficient as 
possible through automation, so that customers’ em-
ployees have time for other things, and end customers 
gain value and insight into their own consumption. 
IT and software is always changing. There is always 
something new to learn, so it will never be a boring 
job for me. You have to think about things and solve 
problems – it’s interesting.”
23	 ESG Report 2022
Social

Governance

We want to be an 
honest, trusted 
and accountable 
software company
In EG we perform our activities in a responsible manner, and we 
are committed to acting professionally, fairly and with integrity 
in all our business dealings and relationships. 
As a responsible company it is our duty to make a positive im-
pact wherever we operate and comply with any applicable law, 
rule and regulation. We are also committed to exercise good cor-
porate governance, and we strive to comply with the Corporate 
Governance Guidelines issued by Active Owners Denmark.
EG has implemented policies and guidelines for responsible 
business practices and sustainability, covering governance 
factors, to support the corporate strategies and reflected in 
the corporate goals to reinforce the efforts and deliver value to 
customers, business partners and the society. 
EG has assessed that data privacy and security, corporate gov-
ernance, transparency and reporting, stakeholder engagement, 
ethics and compliance are significant to our business.
25	 ESG Report 2022

Governance 
material topics
Transparency 
and reporting 
All transactions in EG are recorded to per-
mit the preparation of transparent financial 
statements in conformity with national and 
international rules, regulations, and generally 
accepted accounting principles. 
No false or misleading entries may be made 
in the books and records of EG for any rea-
son, and no employee is permitted to engage 
in any arrangement that results in such a 
prohibited act. EG has in 2022 adopted and 
implemented a Tax Policy to support the 
objective. 
It is important to us that employees, part-
ners, and other stakeholders have control 
over and the right of self-determination re-
garding their personal data. We are commit-
ted to responsible and secure data handling 
throughout our business and organization, 
covering the data of employees, partners, 
and other stakeholders. We have implemented 
strong measures to protect personal data 
and we comply with all international laws and 
regulations regarding data privacy and data 
security including the EU GDPR regulations. 
We have policies in place regarding data 
privacy and we have in 2022 added specia­
list competences within data privacy. Data 
privacy training is a part of EG’s awareness 
program, which all employees must attend 
and pass every year. 
EG has in 2022 implemented several controls 
that measure the degree to which the pro-
cesses of the individual business units comply 
with EG’s personal data and IT security poli-
cies and guidelines. 
Find the full policy here.
Data Privacy
Anti-Corruption  
and Bribery policy 
EG business is conducted in compliance 
with all applicable anti-corruption laws 
and regulations in jurisdictions in which 
EG operates or does business.
Our zero-tolerance policy regarding cor-
ruption, bribery, and facilitation payments 
continues to be our guiding principle in 
our efforts to prevent it from occurring. 
EG has an Anti-Corruption and Bribery 
policy to support this, and it applies to 
all employees. The policy highlights that 
employees must be aware that both 
giving and receiving gifts and hospita­
lity can be used as means to promote 
corruption or be perceived to others as 
corruption. 
EG has in 2022 not been involved in any 
cases regarding bribery or corruption and 
the overall corruption risk picture for EG 
still remains like previous years. We expect 
to have the same level of efforts regarding 
anti-corruption and bribery in 2023.
Our employees undergo training in anticor-
ruption and bribery on a recurring basis fa-
cilitated by EG Group Legal and Compliance. 
Find the Anti-Corruption and Bribery Policy 
here. 
26	 ESG Report 2022
Governance

Human  
Rights 
Respect for human rights is fundamental 
within EG. We follow all relevant laws and 
regulations in the countries where we oper-
ate, and we support the UN Global Compact. 
EG is committed to respecting and sup-
porting human rights and conducting our 
business in accordance with internationally 
recognised human rights standards.
We expect our employees to read and 
comply with the UN Global Compact and to 
support our CSR-initiatives as described in 
our UN Global Compact Communication on 
Progress and in our ESG report. 
We also expect our business partners 
to support the Universal Declaration of 
Human Rights and Labor Rights and re-
spect these rights within their sphere of 
influence and operate their business in a 
transparent and trustworthy way. 
Our business partners must as a minimum 
comply with national laws and regulations 
as well as the principles expressed in the 
UN Global Compact initiative and principles.
EG does not see any significant risk regard-
ing human rights in our operations or in rela-
tion to our business partners, as we mainly 
operate in the Nordic countries. We are not 
complicit in any human rights abuses.
EG expects to have the same level of efforts 
regarding human rights in 2023 and we 
are committed to continually setting and 
upholding high standards for safeguarding 
human rights.
We reinforce, promote and support our com-
mitment to respect human rights through 
company-wide awareness and training 
programs for our employees.
Ethics and 
compliance
Strong ethics are fundamental to respon-
sible and fair business. In EG we have a 
code of conduct for both employees and 
business partners. 
Our Code of Conduct – Business Partners 
applies to all our suppliers, vendors and 
partners that are delivering their products 
or services to EG or any of our subsidiar-
ies. The code of conduct is aligned with 
our UN Global Compact commitment and 
the universal human rights set out in the 
UN International Bill of Human Rights and 
the principles concerning fundamental 
rights set out in the International Labor 
Organization (ILO) Declaration on Funda-
mental Principles and Rights at Work.
EG also has a whistleblower scheme 
through which actual or potential breach-
es and critical concerns can be reported 
in confidence, serving as a prevention 
system and remedy of serious misconduct 
and illegalities.
In 2021, EG adopted a Data Ethics Policy 
ensuring that data is collected, stored, 
and used responsibly across the organi-
zation. The management of data ethics 
is carried out by the relevant parts of the 
organization, who have integrated these 
principles in their work. 
EG has integrated this policy in our aware-
ness- and education programs, which all 
workers must attend and pass. 
Find the policy here.
This constitutes our reporting according 
to cf. section 99d of the Danish Financial 
Statements Act.
27	 ESG Report 2022
Governance

Cyber 
Security
EG recognises the importance of information 
security and privacy for our business. We 
continue to improve our cybersecurity and it 
has been a major strategy initiative for EG 
during 2022. 
EG’s Security Committee prepares for and 
responds to cybersecurity threats by imple-
menting a strategy that is designed to pro-
tect and preserve the confidentiality, integ-
rity and availability of all information owned 
by, or in the care of, EG. In 2022, we have 
strengthened our governance by upscaling 
the IT Security team and adding specialist 
competences to the department. 
Corporate 
Governance
It is important for EG to exercise good cor-
porate governance and in that connection 
to comply with statutory requirements 
and, as deemed relevant to EG, the Cor-
porate Governance Recommendations. 
EG has a two-tier governance structure 
consisting of the Board of Directors and 
the Executive Management. The two 
bodies are separate and have no overlap-
ping members. 
The Board of Directors determines the 
overall strategy and acts as a sparring part-
ner to the Executive Management, which 
is responsible for the operational manage-
ment of EG. EG’s Executive Management 
is responsible to the Board of Directors 
for ensuring that the day-to-day opera-
tions are conducted in a commercially and 
legally responsible manner. The Executive 
Management has established a Corporate 
Management composed of 10 members, 
including the Executive Management. 
The Board of Directors has set up an 
Audit & Risk committee, a Remuneration 
& Nomination committee, and M&A com-
mittee. The purpose of the committees is 
to prepare decisions to be made by the 
Board of Directors. 
On an annual basis, the Board of Directors 
conducts an evaluation of the effective-
ness, performance, achievements, and 
competencies of the Board of Directors, 
including an evaluation of the perfor-
mance of each individual board member 
and of the cooperation with the Execu-
tive Management.
28	 ESG Report 2022

Case study – Building 
next  
generation 
cybersecurity
Building next generation 
cybersecurity
solutions, services and build more secure products within well 
protected environments. One of the capabilities we have 
brought in house is internal penetration testers who constant-
ly test the robustness and integrity of our systems. 
The central security team closely cooperates with the struc-
ture of local security coordinators implementing security best 
practices within specific products and business units. These 
activities are overseen by a security committee on a regular 
basis and strongly supported by EG’s board.
“We have also set up strategic partnerships with the leading 
security vendors to get access to best of breed technologies 
and providers of services, which can support our long-term 
objectives. We continue to monitor our strategic partners and 
IT suppliers and benchmark our organisation and products 
against best practices, also covering acquisitions of new com-
panies”, says CISO Tomasz Wilczynski.
What we have done
In order to meet the very high expectations related to protect-
ing our organisation and technologies we continue to execute 
our enterprise-wide security program initiated in 2021. 
“The program has been updated and its scope extended to 
reflect the current cyber threats – with the goal to constantly 
improve the way we protect our assets, detect suspicious 
events and respond to them. We have among others encrypted 
backups, extended coverage of MFAs and set up a managed 
surveillance system for our endpoints”, says Tomasz Wilczyn-
ski, who took over the responsibility for the program as Chief 
Information Security Officer in 2022.
Security organisation
This year, EG has significantly strengthened the central secu-
rity capabilities, by doubling the team’s size and bringing in 
new and highly specialised talents to introduce new security 
The cyber threat landscape is constantly growing and 
evolving. The attacks are more frequent, sophisticated and 
threat actors are more specialised in targeting organisations 
Case study
Products security
With the introduction of a new secure software development 
lifecycle, we have emphasised the importance of security re-
lated activities and ensured they are an integral part of our 
agile operating model. This was followed by the introduction 
of further application security solution to enable teams to 
include more secure practices in the development processes. 
“We are aware that security is not only the security personnel’s 
responsibility. That is why we continue to improve the way we 
train and educate users across the organisation, to make sure 
we all act securely and can make risk-based decisions. We also 
test our employees on how they respond to simulated threats to 
measure our level of cybersecurity culture in the organisation”. 
 
Plans for 2023
The plans for next year are even more ambitious. “We plan to 
continue to invest in growing our security team and leading 
solutions using artificial intelligence and automation to pro-
tect our systems. Our security strategy for 2023 consists of 
9 security areas critical for our organisation backed by many 
important initiatives with one common goal: to strengthen the 
security of our organisation, products, and customers’ data”, 
says CISO Tomasz Wilczynski, EG.
Our security strategy 
for 2023 consists of 9 
security areas critical for 
our organisation.
Tomasz Wilczynski
29	 ESG Report 2022

In 2023 we 
will focus on
Purpose 
Protection of EG, EG 
employees and customer 
data. 
Conducting EG business in 
a responsible, ethical and 
transparent manner. 
Ensuring that the EG 
business partners comply 
and operate in accordance 
with the requirements of the 
Code of Conduct – Business 
Partners and of all relevant 
national and international 
laws.
Action 
Continue to monitor and 
assess current and emerging 
cyber security threats and 
ways to effectively adapt 
and respond to protect EG 
assets.
Improve EG compliance set-
up to meet new regulatory 
obligations. 
Target
Low chance of serious 
security breaches, data 
breach and loss of data. 
Compliance with the latest 
requirements and best 
practices in the countries 
where we operate.
Making a positive difference 
to society by demonstrating 
responsibility towards the 
environment and for EG to 
reach the goal of being CO2 
positive in 2030.
Key Governance 
initiatives and 
achievements in 2022
In 2022 we have:
•	 Increased our efforts within cybersecurity  
•	 Upgraded our IT security incident management 
procedures 
•	 Adopted new IT security strategy
•	 Strengthened our governance by upscaling the IT 
Security team including a Chief Information Secu-
rity Officer
•	 Adopted and implemented Tax Policy 
•	 Linked our ESG performance to executive remuneration 
•	 Adopted and implemented board portal software 
that enables board members to facilitate meeting 
management and decision-making processes
•	 Upgraded efforts on third country transfer of per-
sonal data in connection to cloud solutions
•	 Strengthened the focus on audit of vendors in EG 
in relation to personal data
•	 Screened vendors and customers in relations to 
Russia
Governance

Key Governance Metrics
Metric
Target
2022
2021
2020
Number of board seats
8
6
8
9
Board meetings annually 
4
6
4
4
Total board seats occupied by independents 
37,5%
50%
37,5%
43%
Board members 0 - 35 years
1
1
1
1
Board members 36 - 50 years
2
1
2
2
Board members 51 - 70 years
5
4
5
6
Board members 71+
0
0
0
0
31	 ESG Report 2022

Metric
Target
2022
2021
2020
Audit and Risk Committee meetings
4
5
4
4
Nomination & Remuneration Committee meetings 
1
2
1
1
Employee dismissal due to non-compliance with the anti-corruption policy
0
0
0
0
Are business partners required to follow a Code of Conduct
Yes
Yes
Yes1)
No
Does EG follow an Ethics and/or Anti-Corruption policy
Yes
Yes
Yes
Yes
Does EG follow a Data Privacy policy
Yes
Yes
Yes
Yes
Has EG taken steps to comply with GDPR rules
Yes
Yes
Yes
Yes
Does EG provide sustainability data to sustainability reporting frameworks
Yes
Yes
Yes
Yes
Does EG focus on specific UN Sustainable Development Goals (SDGs)
Yes
Yes
Yes
Yes
Does EG set targets and report progress on the UN SDGs?
Yes
Yes
Yes
Yes
1) A total number of 62, corresponding to 98% of our top vendors have signed or been assessed to comply with our Code of Conduct for business partners.
Accounting policies for the Key Governance Metrics see page 36.
32	 ESG Report 2022
Governance

Case study – Compliance 
& standard procedures 
proved valuable as 
Russia invaded Ukraine
Compliance & standard 
procedures proved valuable 
as Russia invaded Ukraine 
The war also tested the EG governance model, explains  
General Counsel, Vice President, Sune Albert:
“With short notice we had to make sure that we did not have 
any kind of illegal or non-ethical relations with Russia regard-
ing ownership, customers and vendors. A high level of general 
compliance, a clear code of conduct and our standard operation 
procedures proved very helpful. 
As documents like contracts and data processing agreements 
are stored in centralised systems, we were able to scan these 
for activities in Russia and Belarus fast and effectively, without 
out finding any issues”, says Sune Albert, EG. 
“We urged our workers to make personal security the #1 priority 
and offered our help if they wanted to flee the country, paying 
their salaries whether they were able to work or not. Most of 
the team chose to stay in Ukraine or were not allowed to leave, 
some went to neighboring countries including Denmark, all are 
still working for us,” says Senior Vice President Steffen Rugtved, 
EG Digital Welfare, who is the direct manager of the employees 
in Ukraine.
Konstantin Gromov decided to stay in Odesa despite the war:
“Working for EG reassures me and distracts me from the sit-
uation. I’ve worked in IT for ten years, so if it changed, like 
everything else, it would have been more difficult for me than 
to continue working.”
On 24 February 2022 shockwaves travelled through Europe, when Russia 
launched a war against Ukraine. Like many others, EG had to react fast to the 
impact of the invasion as we had 20 developers based in Odesa, Ukraine.
Case study
Support for Ukraine
There is a before and an after Russia’s invasion of 
Ukraine. The courage and perseverance of the Ukrain-
ians are an inspiration to all of us. In EG we have been 
able to contribute through supporting our Ukrainian 
colleagues and through our donations to Ukraine. 
Together for Ukraine
In 2022 EG donated DKK 250.000 to organisations help-
ing the victims of the war in Ukraine. The donation was 
made through a Danish initiative that combines multiple 
relief organisations, https://sammenforukraine.dk/. 
Heating and light to Kyiv
Every year the EG employees get the opportunity to 
donate their company Christmas Gift to charity in which 
case, EG doubles their donation. This year a record high 
number of employees donated to humanitarian aid in 
Ukraine. As a result, the collection Kyiv fryser/Kyiv is 
freezing, organised by Rotary received DKK 260.000 
for generators, tents, window films, electric heaters, 
and other means of keeping people in Kyiv warm and 
creating light.
33	 ESG Report 2022

UN Global 
Compact
Compliance: EG reaffirms its support of the ten principles of the 
United Nations Global Compact in the areas of human rights, 
labor, environment, and anti-corruption, and we acknowledge 
and respect the UN Global Goals for Sustainable Development.
We have assessed the most significant risks in relation to our 
activities, business relations, products, and services, and we 
see no significant risk that the company or its vendors have 
violated UN Global Compact principles.
We also commit to sharing this information with our customers, 
employees, vendors, and other stakeholders using our primary 
channels of communication.
With our activities we will contribute particularly to five UN 
SDGs: Gender equality (SDG 5), Decent work and economic 
growth (SDG 8), Reduced inequalities (SDG 10) Climate action 
(SDG 13) and Peace, justice, and strong institutions (SDG 16).
We contribute  
particularly to 
five UN SDGs
34	 ESG Report

Accounting policies for Key ESG Metrics
Key Environmental Metrics
FTEs included in CO2 reporting / shared of total FTEs: 
Total numbers of full-time employees working at locations 
included in the Scope 2 emission calculations / shown as a 
percentage share of total full-time employees. 
M2s included in CO2 reporting / share of total M2: 
Total numbers of square meters at locations included in 
the Scope 2 emission calculations / shown as a percentage 
share of total square meters of all locations.
Key Social Metrics
Total share of positions held by men: 
Total number of positions held by men shown as a percent-
age of total numbers of positions within EG.
Total share of positions held by women: 
Total number of positions held by women shown as a 
percentage of total numbers of positions within EG.
Women on the board of Directors: 
Total number of positions on the board of Directors held by 
women at the end of the reporting year, excluding employ-
ee representatives. 
Women as share of top management: 
Total number of full-time employee women in positions 
of Vice President or above shown as a percentage of total 
full-time employees.
Women as share of all managers: 
Total number of full-time employee women in positions of 
manager or above shown as a percentage of total full-time 
employees.
Does your company follow a sexual harassment 
and/or non-discrimination policy?: 
Yes/No: If EG create, publish, and periodically update a 
policy document that covers sexual harassment and/or 
non-­discrimination EG affirmatively respond. 
Voluntary leavers: 
Total number full-time employees and full-time contracted
staff who voluntary left EG.
Involuntary leavers: 
Total number full-time employees and full-time contracted
staff who involuntary left EG.
Leavers in total: 
Total numbers of full-time employees that has left EG 
within the reporting year.
Voluntary turnover ratio: 
Total number of voluntary leavers shown as a percentage of 
average full-time employees and contracted staff over the 
year.
Employee turnover ratio: 
Total number of leavers shown as a percentage of average 
full-time employees and contracted staff over the year.
Number of human rights violations cases: 
Number of cases reported to Head of HR according to the 
process described in Diversity & none-discrimination policy.
Work-related injuries: 
Number of cases reported to the authorities according to 
local work environment standards and law.
Does EG follow an occupational health and/or global 
health & safety policy: 
Yes/No: If EG create, publish, and periodically update a 
policy document that covers occupational health and/or 
global health & stafty EG affirmatively respond.
Does EG follow a child and/or forced labor policy:
Yes/No: If EG create, publish, and periodically update a 
policy document that covers child and/or forced labor EG 
af-firmatively respond. 
Does the child and/or forced labor policy  
also cover business partners? 
Yes/No: If business partners are required to follow a child 
and/or forced labor policy according to a policy document, 
EG affirmatively respond.
Does EG follow a human rights policy? 
Yes/No: If EG create, publish, and periodically update a 
policy document that covers Human rights EG affirmatively 
respond. 
Does the human rights policy also cover  
business partners? 
Yes/No: If business partners are required to follow a 
human rights policy according to a policy document, EG 
affirma-tively respond.
Employee engagement score: 
Average score of the three (3) EG Pulse surveys done 
within the reporting year.
Employee eNPS:
Average score of the three (3) EG Pulse surveys done 
within the reporting year.
35	 ESG Report 2022

Key Governance Metrics
Number of board seats 
Number: The number of board seats hold by shareholder­-
-elected members of the board calculated as of end of 
year. Employee representatives are not included.
Board meetings annually
Number: The number of board meetings are calculated by 
total number of meetings held in the reporting year. The 
calculation does not include committee meetings.
Total board seats occupied by independents
Percentage: The percentage of shareholder-elected 
“Independent Directors” (as defined by The Danish Com-
mittee on Corporate Governance) as compared with other 
board members is calculated as of end of the reporting 
year. 
Board members age split.
Number: The age split is based on the shareholder-elect-
ed board members recorded date of birth as of the end of 
reporting year. 
Audit and Risk Committee meetings
Number: The Audit and Risk Committee meetings are cal-
culated by number of meetings as of end of the reporting 
year. It does not include board meetings. 
Nomination & Remuneration Committee meetings
Number: The Nomination & Remuneration Committee 
meetings are calculated by number of meetings as of end 
of the reporting year. It does not include board meetings. 
Employee dismissal due to non-compliance 
 with the anti-corruption policy
Number: Confirmed number of occurrences of employee 
dismissal due to non-compliance with the anti-corruption 
policy include both the total number of reports received 
through the Whistleblower Scheme and those in scope for 
investigation as per EG guidelines.
Are business partners required to follow a Code of 
Conduct
Yes/No: If business partners are required to follow a Code 
of Conduct according to a policy document, EG affirma-
tively respond.
Does EG follow an Ethics and/or Anti-Corruption policy
Yes/No: If EG has create, publish, and periodically update 
a policy document that covers Ethics and/or Anti-Corrup-
tion EG affirmatively respond. 
Does EG follow a Data Privacy policy
Yes/No: If EG has create, publish, and periodically update 
a policy document that covers Data Privacy EG affirma-
tively respond. 
Has EG taken steps to comply with GDPR rules
Yes/No: If EG has taken steps to comply with GDPR rules 
EG affirmatively respond.
Does EG provide sustainability data to 
 sustainability reporting frameworks
Yes/No: If EG provide sustainability data to sustainability 
reporting frameworks EG affirmatively respond.
Does EG focus on specific UN Sustainable 
 Development Goals (SDGs)
Yes/No: If EG focus on specific UN Sustainable Develop-
ment Goals (SDGs) EG affirmatively respond.
Does EG set targets and report progress on the UN 
SDGs?
Yes/No: If EG set targets and report progress on the UN 
SDGs EG affirmatively respond.
36	 ESG Report 2022

EG delivers Nordic vertical software that helps our cus-
tomers move their businesses further. Our software is 
embedded with highly specialised vertical knowledge and 
is developed based on a deep understanding of our cus-
tomers’ profession and industry. 
Read more about our ESG initiatives at  
  https://global.eg.dk/about-eg/csr/
global.eg.dk
VAT: 40 40 60 93
Lautrupvang 24, 2750 Ballerup
1 January – 31 December 2022