Gender Diversity Policy

Our Commitment

Adform believe that an individual’s qualifications and performance are of the utmost importance throughout the hiring, promotion, and talent attraction process. A diverse workplace is a key asset that helps drive Adform’s success and is a moral responsibility. To learn more about our Gender Diversity Policy download the full policy in PDF.

Click here to download the policy (PDF)

  • Purpose
  • Targets
  • The Persons Covered
  • Focus Areas and Activities
  • Reporting
  • Previous Reports

Purpose

The purpose of this policy for Adform A/S (the “Company”) is to ensure that the proportion of women in the Company's board of directors and women in leadership positions, cf. section 139a(1) of the Danish Companies Act (selskabsloven) reflects the proportion of women in the Company as a whole.

Targets

The board of directors

In accordance with section 139a of the Danish Companies Act, the Company's board of directors has issued the following target figure for the board of directors:

  • 20 % within the next 3 years, corresponding to 1 board member elected by the general meeting.

As of the date of this gender diversity policy, the gender-proportion on the board of directors is currently 0% women and 100% men and consequently the goal set on 28 May 2020 has not been met. 

Although an attempt to find women for the positions in the board of directors was made, following a search and consideration, Adform’s current board members were selected based on competences, experience and industry knowledge given the specific circumstances required by the Company. In case of any replacement of board members, this policy will be taken into consideration as one of the factors.

The Leadership levels

For the purposes of this policy, the Company’s leadership is defined as employees with people management responsibility. The table below reflects the status in respect of gender diversity on the different levels in the Company as of the date of this policy. Instead of categorizing leaders by their title,  Adform have implemented a career level system in 2020. The following tables shows the men/ women ratio in different managerial levels in Adform as of the date of this policy, following the new career levels system.

Percentages of gender ratio

Total employees

No

%

Male

395

63 %

Female

237

38 %

Leadership Role

No

%

Male

76

67 %

Female

38

33 %

M1

No

%

Male

5

29 %

Female

12

71 %

M2

No

%

Male

18

55 %

Female

15

45%

M3

No

%

Male

20

80 %

Female

5

20 %

M4

No

%

Male

18

82 %

Female

4

18 %

M5

No

%

Male

9

90 %

Female

1

10 %

EX

No

%

Male

6

86 %

Female

1

14 %

M1-M5 – Managers levels, with M1 being the lowest and M5 being the highest management level before EX.

EX – Executive level

In 2020 the Company issued the following target figure for the proportion of women in the leadership levels of “head of”, “director”, “vice president” and “executive” levels of leadership:

  • 20 % within the next 3 years.

 

These leadership levels correspond to newly introduced M2-EX levels in the table above. In 2020, the result was that 26 out of 97 leaders at these levels were female, corresponding to 26% and Adform has thereby already reached the set target.

 

For 2021 the Company has set the ambition of having women in leadership positions to reflect the overall ratio between men and women across the organization. The current ratio of 33% of women in managerial positions as of the date of this report is lower than overall ratio of 38% of women employees employed in the Adform group.

  • Adform’s overall target for the upcoming 3 years is set to a minimum 35% of women in leadership roles, or higher if than overall ratio of women employees employed in the Adform group is higher.

The Persons Covered

In addition to setting targets for gender diversity on the board of directors, the purpose of this policy is to serve as a guideline for the Company's initiatives to increase the number of women in all leadership levels.

Focus Areas and Activities

To ensure that the proportion of women in management leadership levels is increased, the Company will:

  • Run an open and transparent recruitment process for both internal and external candidates.
  • Annually monitor the development in diversity, including gender distribution.
  • Initiate a career development program for women: “Ladies of Adform” with the goals are to strengthening personal development and branding.
  • Change recruitment and promotion process to include personality assessment and thereby reduce unconscious bias during the sourcing and recruitment process.

Reporting

According to section 99b of the Danish Financial Statements Act, the Company is under a duty to account for the targets and policy for gender diversity in its annual reporting. The Company must describe the targets and the policy for gender diversity, how it has been implemented, and what has been achieved.

All managers must therefore regularly and at least once a year inform the CFO of the initiatives taken in the preceding year to comply with the policy, and of the outcome of those initiatives.

Adopted at the meeting of the board of directors held on 12 March 2021

Previous Reports

You can find and access previous Gender Diversity Policy reports archived by year via the following links:

- May 2020 (PDF)

- March 2019 (PDF)

- April 2018 (PDF)