Corporate Social Responsibility
CSR Report 2018

Corporate social responsibility
statement cf. section 99 a of the Danish
Financial Statements Act and statementof the gender composition of the
management cf. section 99 b of theDanish Financial Statements Act0

Content
CSR at Universal Robots A/S ................................................................................................................... 2
Our business model ................................................................................................................................ 2
Main links in our value chain .......................................................................................................... 2
Our four CSR focus areas ........................................................................................................................ 4
Area 1 - Environment and climate ..................................................................................................... 4
Our principles .................................................................................................................................. 4
Activities during 2018 ..................................................................................................................... 4
Results achieved.............................................................................................................................. 5
Key Performance Indicators ............................................................................................................ 5
Risks and management procedures ................................................................................................ 6
Area 2 - Our people ............................................................................................................................ 7
Our principles .................................................................................................................................. 7
Activities during 2018 ..................................................................................................................... 7
Results achieved.............................................................................................................................. 8
Key Performance Indicators ............................................................................................................ 9
Risks and management procedures ................................................................................................ 9
Area 3 - Society around us ............................................................................................................... 10
Our principles ................................................................................................................................ 10
Activities during 2018 ................................................................................................................... 10
Results achieved............................................................................................................................ 11
Key Performance Indicators .......................................................................................................... 12
Risks and management procedures .............................................................................................. 12
Area 4 - Equality ............................................................................................................................... 13
Policy for the Board of Directors................................................................................................... 13
Policy for other management levels ............................................................................................. 13
Role and scope of this report ................................................................................................................ 15

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CSR at Universal Robots A/S
Corporate Social Responsibility (“CSR”) is an important focus point at Universal Robots A/S(“Universal Robots”), and corporate responsibility has always been and continue to be an importantand integral part of our business strategies and daily work procedures, and serve as the foundation
for management decisions.
Our visions, policies and guidelines address several aspects of the CSR area including, but not limited
to, anti-corruption, responsible sourcing, climate and the environment, occupational health andsafety, community relations, human rights, compliance with competition laws, a whistle-blower
scheme together with our Code of Conduct for employees, customers and suppliers.
As an integral part of the management’s roles and responsibilities, Universal Robots’ management
team and Board of Directors assess risks of relevant areas on an ongoing basis and select which
initiatives to be implemented. The selected development initiatives are implemented by Universal
Robots’ managers and specialists with the right qualifications.
Regarding stakeholder dialogue, we are encouraging our employees to contribute to plans anddevelopments, as well as we have established an ongoing dialogue with our other stakeholders.

Our business model
A Universal Robots robot arm can increase customers’ productivity, increase manufacturing quality
and reduce injury rates through automation and streamlining of repetitive work processes in manydifferent service and manufacturing sectors.
Universal Robots is at the forefront of technological development within the robotics industry. This
position naturally challenge us in our decision-making, because new situations, new aspects and newcontexts occur due to our forefront position – and these challenges always encourage us to consider
issues within the CSR area.
In order to ensure CSR compliance, we have established structures and procedures to ensure asatisfactory level of corporate responsibility in our business practices.
Our business portfolio is based on a limited number of standardized products which can be
integrated and combined to fit a large number of different customized work situations and tasks
defined by each end-users.

Main links in our value chain
Research and product development procedures are mainly performed internally in our company byour own employees, which means that we have full insight into and control of this area.
We specify and design each new robot arm and each sub-component required, based on bestpractices within the robotics industry. The majority of parts used in our manufacturing are designed
specifically for our robots, and only a minor number of parts are standard components. Optimizationof material usage, waste recycling and end of life disassembling of the robot arms are integral partsof the product development procedures.
Suppliers manufacture parts based on our specifications and requirements. Universal Robots does
not manufacture any components or parts for our robots internally. All supplier contracts include
responsibility requirements as defined in our Supplier Code of Conduct.
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The majority of the assembly processes are performed at our own factory in Odense, Denmark,where most employees are directly employed by Universal Robots, and minor parts of theemployees are engaged through an employment agency. At any Universal Robots’ premises healthand safety, education and work environment are constantly in focus.
All transportation is handled by either our suppliers or our customers using third party logistics
carriers. We encourage optimizing the logistic processes.
Sale, installation and maintenance of our robot arms are done by our distributors around the globe.
The distributors enter into the contracts with the robot arm end-user or integrator, and the
distributor and/or integrator apply the “End-Effectors” on the robot arms. End-Effectors are e.g.
grippers, vacuum tools, visions etc.
Each distributor has signed a cooperation agreement with Universal Robots requiring them tocomply with our Code of Conduct, including all applicable laws and regulations, and to undertake allnecessary measures to prevent corruption, money laundering, terrorist financing and strictly comply
with all applicable export control laws and regulations.
Installation of the robot arm, training, testing etc. of end-user employees is performed by the
distributors.

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Our four CSR focus areas
Area 1 - Environment and climate
Our principles
Our Environmental Policy states following:“We recognize that business activities impact the environment. We are committed to managing
activities that could potentially impact the environment in a responsible and effective manner.
We continually strive to improve our environmental performance, consistent with other businessobjectives, and regularly set qualitative and quantitative targets and monitor progress in achievingthem.
In working towards minimizing environmental impacts associated with our activities, we at aminimum, comply with applicable environmental regulations and standards, support pollution
prevention and minimization programs, use materials and energy efficiently to conserve natural
resources as well as we review environmental objectives and monitor performance”.
And our Climate Change Mitigation Policy states that:“We work to minimize, where feasible, emissions that contribute to climate change”.

Activities during 2018
We performed an energy assessment at our manufacturing and administration facilities in Odense,
Denmark. The assessment was conducted by an independent certified energy consultant andfindings compiled in a detailed report on status and potential optimizations. These report findings
will serve as a baseline when considering future energy optimizations.
Potential environmental impacts are being assessed and are a part of the decision making process in
all new projects.
We have continued upgrading of room lighting to modern LED solutions throughout the
manufacturing areas and minor adjustments of the air conditioning installations have been
performed as well.
Room heating in our Odense facilities is based on district heating delivered from a major local energy
company, and the optimization equipment installed in 2017 (e.g. air recirculation, frequency
converters) has continued to contribute to an optimized consumption of room heating. Likewise, theautomation of the cooling facilities in the office areas installed in 2017 have continued to contributeto an optimized energy consumption throughout.
During upgrades to parts of the cooling equipment in our production lines, we researched the mostenergy efficient cooling methods available. This led to implementing equipment based on air
cooling, which is significantly more energy efficient than more conventional methods.
We replaced our conventional ovens in the production lines with new energy-efficient induction
ovens.
We initiated various initiatives aimed at reducing waste and packaging volumes. Among other things
we have optimized the number of packages on each pallet from all suppliers, and we have madearrangements with selected Danish suppliers on returning used packaging materials.
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When it comes to waste disposal, we seek to complete sorting at the source. Waste is sorted to thehighest possible level, and we encourage our external waste disposal vendor to handle its sorting
according to the most up-to-date waste disposal methods.
Proper waste handling is an integrated part of our daily business operations, and new employees areencouraged to follow any such procedures.
We installed a large tank for distilled water, replacing a number of smaller plastic containers.
With the objective of increasing cargo efficiency, we aligned the sizing of our boxes, extended theloading height, and enhanced the packaging method, so more boxes can be loaded on each pallet
when transporting final products.
Our continued growth has made it necessary for us to expand and relocate some of our employees
to new facilities located a few kilometres from our headquarter in Odense, Denmark. In order tofacilitate an energy efficient employee commute between the two locations, we have leased threeelectric vehicles and installed electric charging stations at both locations.
With business activities and employees spread across the world, we continue to focus on increasing
the use of technology in order to minimize the need for travel. We have purchased and installed alarge number of video meeting equipment in our conference rooms and encourage all employees to
use the digital conferences whenever possible.

Results achieved
Our optimization on room lighting, room heating, and room cooling as well as our new air-based
cooling and energy-efficient induction ovens have contributed to a reduction in our energy
consumption and lower carbon emissions.
Our three new electric vehicles and our enhanced use of video conferencing have contributed to alower carbon emission due to avoidance of consumption of fossil fuels in connection with travel.
Our efforts on reducing waste and packaging volumes, on optimizing our waste sorting and theinstallation of the large tank for distilled water, have contributed to lowering material consumptions
and plastic pollution.
The initiatives on downstream transportation optimization results in reduced energy consumption,
lower carbon emissions, and fewer transportation footprints.

Key Performance Indicators

Energy consumption per employee
Waste recycled

Index, 2016 = 1001
% of total weight2

2018

2017

92
73 %

75
64 %

Reporting principles:•
Energy consumption includes our consumption of electricity, district heating and fuel for vehicles. Measured in MwH.
•
Employees are counted as average full-time equivalents for each year according to the Annual Reports.
•
Recycled waste is defined as waste disposals aimed at reuse or recycling. Disposals for incineration and landfill is not considered
recycled.

1
2

Data scope includes Universal Robots A/S entity only.
Data scope includes Universal Robots A/S entity only.

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Risks and management procedures
In a manufacturing company like Universal Robots, there is always a risk of pollution and otherimpacts on our surroundings. Examples can be unintentional transportation footprints, excessive
energy or material consumption, or non-optimized disposal of waste.
Together with Teradyne Inc., our parent company, we continue to monitor risks and opportunity
factors in the field of environmental management, such as global policies and regulation trends that
impact our business environment.
Part of this involves reducing our climate footprint and an ongoing assessment of the environmental
impacts of our operations.

6Area 2 - Our people
Our principles
Our vision of ensuring a Positive Work Environment states as follows:“We want to ensure that we have a culture in which our most valuable resources; our people feelinspired, supported, safe and able to achieve their personal best. Our Vision is empowering people inthe company and to play an active part in their own development. We aim at empowering our
employees to show courage and passion, be innovative and do what they believe is right. As such, we
uphold a number of policies and guidelines, and we also offer a range of benefits for our employees”.
Our Code of Conduct describes good employee behaviour in Universal Robots - the Code addresses
the environment, employee health and safety, working environment, human rights, regulations,anti-cartel, anti-corruption, monetary transactions, employee equality and more. Each manager is
responsible for ensuring that their employees are informed about our Code of Conduct. All
managers and employees at all levels of the organisation are required to comply with the Code of
Conduct. As detailed further below, we impose similar requirements on our suppliers anddistributors.
It is our goal to improve the physical work environment, including reducing injuries andabsenteeism, and are using necessary resources, trainings, guidance etc. in achieving these goals.
Our Policy on Psychological Work Environment states following:“We want a work place, where all employees show mutual respect towards each other. We consider
the psychological work environment as a common responsibility for all employees and managers,
and we want to prevent bullying, threats and all other forms of harassment”.

Activities during 2018
One of the projects we initiated this year was to define and roll out Universal Robots’ four corporate
values: Courage, Passion, Innovation, and Integrity. The initial rollout is with an internal focus. It
addresses all employees, and several tools and activities have been and will still be used; e.g. kick off
with all managers, local roll out events, reporting on progress, follow up on impacts.
As in previous years, all Universal Robots employees participated in and passed a systemized
compliance training set up by our parent company Teradyne Inc. The training is partly based on elearning, and varies each year within selected areas. Teradyne Inc. operates a whistle-blower hotlinethat employees and third parties can use to report any suspected non-conformity activities
throughout the company and group.
During the year we have further increased the use of systematic introduction programmes for new
employees. The programmes are built on both a pre-learning session period, which is finalized
before the employee is included in the actual production teams, and an on-the-job training period
where each new employee is teamed up with a more experienced colleague; usually for threemonths.
All safety related issues are referred to our internal safety committee; the 13 member committee
represents all relevant sections of our organization, including management. At a minimum,
meetings are conducted quarterly, and decisions and follow up issues are documented in actionable

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meeting minutes. At the beginning of each year the committee develop an annual action plan, whichsets forth the basis for actions for the coming year.
We have continued our thorough focus on, and registration of, all incidents related to health andsafety related matters.
In the manufaturing areas, overall safety rounds are, at a minimum, done quarterly, and local safety
rounds are done twice a week. Health and safety are always the first issue on the agenda of the daily
team meetings held in every manufacturing team. Moreover, we regularly perform evacuation drills
at our premises in Odense.
We register incidents related to health and safety, including accidents with absence, accidents
without absence, and near-misses in accordance with the guidelines set forth in our “Procedures forhandling and preventing accidents and near-misses”.
An employee satisfaction survey was performed in 2018, and the resulting findings have been usedas basis for specific development initiatives.
Employee development interviews are performed for all employees annually. Interviews are
conducted in accordance with a structured plan and covers the following topics: setting objectives,
evaluating performance, agreeing on competence developments, employee training andprofessional development. Systematic follow up is done as a joint responsibility between theemployee and the manager, and any relevant data about the employee and the employee
development is registered in our HR systems during the employment period.
During the year we have implemented a new learning management software solution.
Implementation has included setting up the system, training managers in using the system,
registering actual learning data and using the built-in e-learning sessions.
As part of our focus on employee wellness, we monitor absenteeism. We believe it is a clear
advantage to both the employee and Universal Robots, to maintain close contact when an employee
is absent, and to initiate a dialogue when an employee seems to have absenteeism above a normal
level. Managers conduct individual well-being interviews with an employee as soon as absence
above normal level is identified.
In the area of improving work environment in general, initiatives during 2018 include among otherthings, implementing more crane facilities in the production processes for heavy lifting, further
automated screwing processes replacing manual screwing, reduction of the number of screwing
parts to be used for product assemblies, optimization of glue processes, and optimization ofventilation solutions.
We offer and encourage all employees to participate in the frequent pauses with different gymnastic
exercises during the working day. We also perform ergonomic adjustments of each employee’s work
place, offer all employees massage from a professional masseur, offer courses in first aid, and we
support participation in fitness activities etc.

Results achieved
The corporate value project and ourongoing compliance training has strengthed the coherent andresilient corporate culture in Universal Robots.
Effects from our efforts on work place health and safety initiatives are to maintain low accident rates
and to further reduce the rates – see the KPIs reported in the table below.

8We are delighted to note that Universal Robots employees on all surveyed areas are significantly
more satisfied than the Ennova benchmark within the industry. Examples are an overall satisfaction
and motivational index of 77 (Ennova 68) and an overall loyalty index of 86 (Ennova73).
Effects from our ongoing employee competence development and learning activities include highemployee satisfaction rates, employee retention, decrease of re-work rates in manufacturing andhigher productivity.
Our focus on sickness absence, improvements of the work environment in general and our employee
wellness program, has contributed to better employee health and satisfaction.
The installation of our new induction ovens (read more in section “Area 1 - Environment andclimate”) have reduced the numbers of heavy manual lifting, as well as lowering the employee’s
potential contact with hot components due to implementation of robot work processes.

Key Performance Indicators
2018
Lost time accidents

Rate4

20173

6,4

Reporting principles:•
Lost time accidents: Number of accidents per 1 million working hours.
•
Numerator: Number of accidents suddenly occurred during working hours, which results in absence on the day of the accident and at
least the day after.
•
Denominator: Number of working hours actually performed in the year with deduction of the accident absence.

Risks and management procedures
There will always be health and safety risks, including risk of accidents, in a manufacturing company,as the manufacturing processes involve heavy lifting, rotating machines, moving parts, electrical
power etc.
We make a targeted effort to eliminate and handle these risks through planning, training,communication, behavioural impacting etc. Our management set up includes an organisation andprocedures for preventing and handling the health and safety risks in the best possible way.

3
4

Data for 2017 is to uncertain to be used.
Data scope includes parent company only.

9Area 3 - Society around us
Our principles
Our Supplier Code of Conduct states following:“We are committed to honest and ethical business practices. The Supplier Code provides standards
and guidelines of conduct for all suppliers doing business with us. Universal Robots, like all businesses
that are successful over a long term, is built on a foundation of honesty and integrity. We want to do
the right thing, both because it is right and because it makes good business sense. This means we allmust act honestly and with integrity in all of our dealings”.
Our visions on Community Relations states:“That we want to do the right thing in support of the communities where we live and work. When it
comes to volunteering and societal contributions, we recognize the need to support our neighbours.
Advancing technical education for future generations is a primary effort for us, and we actively
support education, as well as programs that challenge students to develop these skills”.
Our policy for Support of Human Rights states that.
“We are committed to support and respect the protection of human rights and to ensure that ourbusiness partners and suppliers do the same. Our internal Code of Conduct and our Supplier Code of
Conduct requires respect for the human rights, including the fair treatment of workers, theprevention of child labour in any form, human trafficking, forced labour, slavery, and any other forms
of non-freely chosen employment”.
Our policy on Anti-Corruption states that:“We will not accept corruption in any form when we conduct business, nor will we engage inactivities that can be challenged as anti-competitive behaviour. Our Code of Conduct sets out anumber of guidelines, including guidelines for hosting and attending dinners and entertainment withcustomers and stakeholders as well as for giving or receiving gifts”.
Our policy on Global Compliance states that:“We are committed to complying with all applicable laws and regulations of those countries in which
we do business”.

Activities during 2018
When doing business with third party suppliers, they may not comply with our statedenvironmental, social and ethical standards. To minimize the risk of supplier non-compliance, wetake a number of precautions, including ensuring that our suppliers understand and agree to comply
with the requirements set forth in our Supplier Code of Conduct.
When entering into a contract with Universal Robots, suppliers must sign our Code of Conduct andcomplete a supplier self-assessment questionnaire which contains substantial questions related to
CSR. Any supplier audits performed by Universal Robots at the supplier premises will always include
CSR-related issues.
At Universal Robots we strive to support our local communities to the best of our ability.

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Our longstanding and close cooperation with the University of Southern Denmark (“SDU”) is an
example of such support for, and collaboration with, our local community. We cooperate on
technical knowledge sharing, and engage in and support the education of students at SDU. Some of
Universal Robots employees are teaching courses at SDU, and students may partner up with
Universal Robots employees when writing a thesis, investigating technical issues during theireducation, or for professional sparring.
We are happy to contribute with our resources for these purposes, as it creates value for the
student, the community and for Universal Robots as technical knowledge is transferred anddeveloped via the relations. At the same time the relationship is a way of ease students into thelabour market.
Another interaction point with students is our participation in education fairs in Denmark and othercountries where we do business.
When it comes to supporting citizens, who have difficulties staying in the labour market, we also
contribute to society. During 2018 we have employed four people with different kinds of labour
market difficulties (e.g. chronic diseases, refugees).
Universal Robots supports our employees in different types of affinity programmes establishing asports activity, engaging in aid projects in developing countries are good examples of these.
As described above all Universal Robots employees are trained in our compliance standards,
including, but not limited to, our Code of Conduct, our Anti-Corruption Policy, our Policy for Supportof Human Rights and our Global Compliance Policy. Any such trainings are performed yearly, andtherefore also during 2018. As all employees perform these trainings, also employees in “riskpositions” (e.g. procurement, sales, management) are covered and well-updated on ourrequirements.

Results achieved
The mandatory training programme in our codes and compliance requirements has been performed
during the year, and no instances of breaches related to corruption, cartels, human rights violations,or compliance maters have been registered.
Our relationship with students and educational institutions have provided us with valuable technicaland commercial input, and has in turn transferred knowledge and development progress back tosociety.
Our employment of people with disabilities has given value to the society, and most Universal
Robots employees consider it valuable add-ons to the corporate culture to have this diversity inside
our organization.

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Key Performance Indicators

Associated students during the year
Participants in Code of Conduct trainings

Number5
Number

2018

2017

28
585

13
334

Reporting principles:• A student is here defined as a person underway with his/her higher education, that has been full-time or part-time connected to us fora period of at least 3 months during the year. Purpose for the connection will normally be writing a thesis, collecting data for thestudies, testing theories or similar.
• Participants in Code of Conduct trainings: Defined as employees that has completed the Code of Conduct training.

Risks and management procedures
We address the risk of being involved in corruption or cartel cases through a clear top management
statement, specific policies and by providing consistent training in and guidance on our rules to all
Universal Robots employees.
We address risks linked to any human rights violations or other compliance requirements by having
a clear policy on all addressed areas, including forward-looking initiatives.

5

Data scope includes parent company only.

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Area 4 - Equality6
We welcome and respect all current and new employees regardless of age, gender, ethnicity,religion, disabilities, sexual orientation and the like.
We are convinced that diversity and gender equality help us generate better results, make wiser
decisions, increase our innovation ability, improve our internal working environment and make
Universal Robots an even more attractive employer.
Last year alone, Universal Robots employed people with an origin from or relation to more than 44
different countries.

Policy for the Board of Directors
Our target for the underrepresented gender on the Board of Directors is by the end of December
2020 one woman out of a four members Board of Directors. According to definitions in the section
99b of the Danish Financial Statements Act, this gender distribution is considered an equal
distribution.
At the end of December 2018, the Board of Directors consists of four male members, which aligns
with our planned development initiatives and progresses towards the 2020 target.

Policy for other management levels
Our principles
Our Code of Conduct and our Employee Handbook formulate that we wish to maintain and further
develop a culture that provides employees with equal opportunities regardless of each person’s
individual backgrounds such as age, gender, ethnicity, religion, disabilities, sexual orientation andthe like.
We strive to offer an open and unbiased culture allowing each employee to use his/herqualifications in the best possible way.
All hiring, promotions and dismissals at Universal Robots are based on personal and professional
qualifications.
With an overall due respect to ensuring the necessary qualifications for all new employees as themost important basis for our hiring and promotions, it is our objective to increase the share offemales in Universal Robots in general and as well in management positions.

Activities during 2018
Personal and professional competences are the bases for our search for and hiring of new
employees; and all recruitments during 2018. The applicants’ age, gender, ethnicity, religion,
disabilities, sexual orientation etc. has not influenced our recruitment decisions.

6 Statement of the gender composition of the management cf. section 99b of the Danish Financial Statements Act.

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We have continued to invite qualified candidates of both genders to interviews for job positions at
both employee and management levels, and our external recruiters are instructed to identify andpresent candidates of both genders, when feasible..
Also, our previous encouragements for all employees regardless of age, gender, ethnicity, religion,
disabilities, sexual orientation etc., with the desire and competences to advance within ourcompany, have been communicated at several occasions and via different channels on an ongoingbasis.
We have continued associating with and part-time employing students of both genders from higher
education institutions.

Results achieved
All employments, promotions and dismissals at Universal Robots during the year have been basedon our principles described above, which means that applicants’ age, gender, ethnicity, religion,
disabilities, sexual orientation and the like have not influenced our recruitment decisions.
Our efforts within this area, have contributed to a minor increase in equality and diversity in our
staff.
Key Performance Indicators
Female employees% of all employees

2018
24%

2017
22%

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Role and scope of this report
This report is an integral part of the management’s review of the company’s annual report for 2018.
The report is the statement of the Corporate Social Responsibility cf. section 99 a of the Danish
Financial Statement Act and the statement of the gender composition of the management cf.
section 99 b of the Danish Financial Statement Act.
Information and data stated in the report covers the group for the period from January 1st, 2018,
until December 31st, 2018.
The group consists of the holding company Universal Robots A/S with the following subsidiaries:
Universal Robots (Shanghai) Co. Ltd., China;
Universal Robots (India) Private Limited Bangalore, India;
Universal Robots Spain S.L., Spain;
Universal Robots (Singapore) Pte. Ltd., Singapore;
Universal Robots (Germany) GmbH, Germany; andUniversal Robots México SA de CV, Mexico;and the branches:
Universal Robots A/S, Czech Republic;
Universal Robots A/S, Italy;
Universal Robots A/S, France;
Universal Robots A/S, Japan;
Universal Robots A/S, Korea;
Universal Robots A/S, Taiwan;
and sister company:
Universal Robots USA, Inc.
Unless otherwise noted the content and quantitative data in this CSR report covers the entire
Universal Robots group.
The data collection and preparation of the data statements for this report have taken place inaccordance with recognized principles of balance, transparency, accuracy, responsibility, andcomparability.
Where possible, comparison figures from previous years are stated.
In general, quantitative data is based on data from our IT systems, invoices, meter readings, regularregistrations etc. Where data is based on estimates, it will be so stated.
Any major changes in the data used and the content compared to previous years will be explained ineach case.

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What is CSR?
“The responsibility of enterprises for their impacts on society. To fully meettheir corporate social responsibility, enterprises should have in place aprocess to integrate social, environmental, ethical, human rights andconsumer concerns into their business operations and core strategy in close
collaboration with their stakeholders”
European Commission, 2011

If you have any comments or questions, please let us know.
e-mail us at: info@universal-robots.com

In addition, our parent company, Teradyne, Inc., is a U.S. publicly traded company with a global CSR
program which covers Universal Robots A/S and its global subsidiaries. The policies and guidelines of
Teradyne Inc.’s CSR program can be found on the CSR page of Teradyne’s web site at
www.teradyne.com.

Universal Robots A/S, Energivej 25, DK-5260 Odense S, CVR No.: 29 13 80 60

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