Social

Eimskip offers employees equal opportunities in a safe and healthy working environment and endeavors to be a good corporate citizen, recognizing its responsibility to work in partnership with the communities in which it operates. 

Customer

Eimskip provides a comprehensive transport service where our customers' needs are paramount. We always provide excellent services to clients and partners. We do so with care and satisfaction, with Eimskip's values, achievement, cooperation and trust as the guiding principle.

Human rights

Everyone shall be equal before the law and enjoy human rights irrespective of sex, religion, beliefs, ethnic origin, race, color, property, birth or any other status.

Human resources

Eimskip’s employees, their knowledge and skills, are the company’s greatest resource. The team consists of different individuals who undertake a variety of work and have a diversity of experience and knowledge.

Equal opportunities policy

Eimskip works systematically, in accordance with the equal opportunities program, for equal status of employees regardless of gender. The equality plan also aims at Eimskip being good and desirable workplace equality for women and men.

Health policy

Eimskip seeks to promote general well-being and good health, both mental and physical as well as social health.  Increased well-being leads to a higher quality of life and happier employees. 

Occupational safety and security policy

Eimskip is concerned with the health and safety of its employees. Eimskip offers, as much as is possible, a safe and healthy working environment and focuses on ensuring that employees protect themselves, their colleagues, external parties, goods, equipment and the environment from any harm.

Privacy Policy

Eimskip has made every effort to ensure the reliability, confidentiality, and security of personal information that the company collects.

Grants

Eimskip´s Grant policy reflects the company's goals in social responsibility, equality, responsible operations, and good business practices.​ Emphasis is on grants that benefit the society and the company uses the United Nations Sustainable Development Goals regarding gender equality, climate action and life below water when choosing programs to support.

 

 

Key figures society

CEO Pay Ratio Unit 2015 2017 2018 2019 2020
CEO Salary & Bonus (X) to median FTE Salary X:1 6.3 6.1 6.2 4.6 4.3
Does your company report this metric in regulatory filings? yes/no - - - - -
S1|UNGC: P6|GRI 102-38
             
Gender Pay Ratio Unit 2015 2017 2018 2019 2020
Median total compensation for men (X) to median total compensation for women X:1 - - - - -
Outcome of equal pay certification % - - - 1.7% 0.7%
S2|UNGC: P6|GRI: 405-2 | SASB: General Issue / Employee Engagement, Diversity & Inclusion
             
Employee Turnover Unit 2015 2017 2018 2019 2020
Full-time Employees            
  Year-over-year change for full-time employees % 18.8% - - 43.5% 24.7%
  Dismissal % - - - 10.8% 7.9%
  Retirement % - - - 1.4% 1.7%
Part-time Employees            
  Year-over-year change for part-time employees % - - - - 13.6%
  Dismissal % - - - - 3.4%
  Retirement % - - - - 0%
Gender            
  Men % 9% 80% 83% 77% 88%
  Women % 91% 20% 17% 23% 12%
Age            
  <20 % - - - - -
  20-29 % 39.3% 46.6% 44.2% 39% 38%
  30-39 % 17.2% 22.3% 19.2% 24.8% 19%
  40-49 % 14.5% 13% 12% 12.9% 13%
  50-59 % 12.4% 9.8% 10.6% 12.4% 12%
  60-69 % 16.6% 8.3% 13.9% 11% 17%
  70+ % - - - - -
S3|UNGC: P6|GRI: 401-1b|SDG: 12|SASB: General Issue / Labor Practices
             
Gender Diversity Unit 2015 2017 2018 2019 2020
Enterprise Headcount            
  Percentage of women in enterprise % 19% 20.3% 20.2% 19.2% 19.3%
  Women no. 160 185 180 170 154
  Men no. 682 730 715 716 646
Senior- and Executive-level Positions            
  Percentage of women in senior- and executive-level positions % 20% 27% 25% 20% 20%
  Women no. 9 17 15 13 12
  Men no. 38 47 44 52 47
S4|UNGC: P6|GRI: 102-8, 405-1|SASB: General Issue / Employee Engagement, Diversity & Inclusion
             
Non-Discrimination Unit 2015 2017 2018 2019 2020
Does your company follow a sexual harrassment and/or non-discriminatory policy? yes/no Yes Yes Yes Yes Yes
S6|UNGC: P6|GRI: 103-2 (see also: GRI 406: Non-Discrimination 2016)|SASB: General Issue / Employee Engagement, Diversity & Inclusion
             
Injury Rate Unit 2015 2017 2018 2019 2020
Total number of injuries and fatalities, relative to the total workforce % 1% 5% 5% 5% 6.3%
S7|GRI: 403-9|SDG: 3|SASB: General Issue / Employee Health & Safety
             
Global Health & Safety Unit 2015 2017 2018 2019 2020
Does your Company publish and follow an occupational health and/or global health & safety policy yes/no Yes Yes Yes Yes Yes
Total absence from work (X) to total working hours of all employees X:1 0 0 0 - -
Absence from work due to long-term illness (X) to total working hours of all employees X:1 0 0 0 - -
Absence from work due to short-term illness (X) to total working hours of all employees X:1 0 0 0 - -
S8|GRI: 103-2 (See also: GRI 403: Occupational Health & Safety 2018)|SDG: 3|SASB: General Issue / Employee Health & Safety
             
Child & Forced Labor Unit 2015 2017 2018 2019 2020
Does your company follow a child labor policy? yes/no - - Yes Yes Yes
Does your company follow a forced labor policy? yes/no - - Yes Yes Yes
If yes, do your child and/or forced labor policy cover suppliers and vendors? yes/no - - - - -
S9|GRI: 103-2 (See also: GRI 408: Child Labor 2016, GRI 409: Forced or Compulsory Labor, and GRI 414: Supplier Social Assessment 2016)|UNGC: P4, P5|SDG: 8|SASB: General Issue / Labor Practices
             
Human Rights Unit 2015 2017 2018 2019 2020
Does your company publish and follow a human rights policy? yes/no No No Yes Yes Yes
If yes, does your human rights policy cover suppliers and vendors? yes/no - - - - -
S10|GRI: 103-2 (See also: GRI 412: Human Rights Assessment 2016 & GRI 414: Supplier Social Assessment 2016)|UNGC: P1, P2|SDG: 4, 10, 16| SASB: General Issue / Human Rights & Community Relations