Environment and Sustainability
Our CO2e emissions in 2022 in CO2e tons per employee
When we look at which activities dominate our 2022 ESG report, commuting to and from work is clearly the largest contributor.
In total, we emit 78.5 tons of CO2e. This corresponds to 2.5 tons of CO2e per employee, providing us with a benchmark to compare our future CO₂e emissions against.
CO2e is a collective term for all carbon-based emissions, allowing us to create a comprehensive account of all greenhouse gases rather than breaking them down into separate categories.
Scope 1 – Direct Emissions
| Transport Emissions (Commuting to/from Work) listed in kg CO2e | ||||
|---|---|---|---|---|
| Type (Car) | Petrol | Diesel | Hybrid | Average |
| Small | 2753.6 | 2724.5 | 1985 | 2487.7 |
| Medium | 3484.9 | 3269.2 | 2132.5 | 2962.2 |
| Large | 5324.2 | 4079.4 | 2981.3 | 4128.3 |
| Average | 3205.6 | 3321.4 | 2326.9 | 2951.3 |
In 2022, a total of 19,557.10 km were driven in connection with client meetings. Employees use their private vehicles for transportation.
The amount of greenhouse gases emitted from transport naturally varies depending on the size of the car and the type of fuel used.
Since specific data on these factors is not available, standard emission factors from DEFRA have been used to make an approximate calculation to estimate the emissions. By averaging the emissions from a medium-sized petrol, diesel, and hybrid car, the total emission has been estimated at approximately 3 tons of CO2e.
Scope 2 & 3 – Indirect Emissions (Second and Third Degree)
Social Responsibility
Employee Well-being
We place a high priority on the well-being and working conditions of our employees. Our staff are one of our most important resources, which is why their feedback is so valuable to us.
We collect this feedback primarily through our annual workplace assessment (APV), conducted by Marselisborg Consulting. The results of these assessments form the basis for our initiatives within work environment, inclusivity, diversity, and work-life balance.
Through open dialogue and continuous improvements, we strive to create a workplace where our employees feel valued and engaged. We are proud that our APV results show that no employees experience harassing behavior and that all employees would recommend PicoPublish as a workplace to others.
With an employee turnover rate of 3% and a sick leave rate of 3.3%, we also believe that the numbers speak in our favor in this regard.
Diversity and Inclusion
We are committed to promoting diversity and inclusion at all levels of our organization, recognizing the value of different perspectives and backgrounds within our workforce.
Our dedication to diversity extends beyond gender to include educational background and age. Through an inclusive culture, it is the interplay of these differences that drives innovation and creativity.
As we continue to grow and evolve, we are constantly expanding with new skills and competencies. Our recruitment approach is especially focused on talent and qualifications rather than gender. We aim to attract the right competencies rather than striving for a perfect gender balance.
That said, we are actively working to improve gender diversity and have made conscious efforts to attract more female colleagues. One of our approaches has been to hire recent graduates and provide internal training in areas where we have traditionally lacked female representation.
This year, the gender distribution was 25% women and 75% men, with a male majority.
Gender Distribution
A Contribution to the Local Cultural Life
We believe that businesses play a central role in creating a healthy and well-functioning society. That’s why we are committed to making a positive impact at the local level here in the city of Silkeborg. Since many of our employees live in Silkeborg themselves, it feels natural for us to contribute to the positive development of the city’s many offerings.
One way we do this is by sponsoring Jysk Musikteater. We are proud to support Jysk Musikteater, which is a cultural cornerstone in Silkeborg. By supporting this local cultural institution, we help promote culture within our local community.
Governance
Gender Equality in Decision-Making Processes
We are proud of the equal gender representation on our board. This balance brings diverse perspectives and ideas to the table and fosters more holistic decision-making.
CEO Pay Ratio
We are committed to transparency when it comes to salaries. Our CEO pay ratio is 1.7. A low pay ratio can indicate economic balance and fairness, and in our case, it reflects a commitment to responsible salary practices. At PicoPublish, we are dedicated to maintaining high standards and continuing to build a company that sets an example in areas such as integrity, equity, and effective leadership.
Partnership and Responsible Accounting
We collaborate with trusted audit partners to ensure accuracy and transparency in our financial reporting. This ensures a reliable representation of our financial position.