Environment and Sustainability
Our CO2e Emissions in 2023
When we look at which activities account for the largest share in our 2023 ESG report, transportation to client meetings is the biggest contributor.
In total, we emit 76.1 tons of CO₂e, which corresponds to 2.6 CO₂e per employee.
CO₂e is a collective term for all carbon-based emissions and makes it possible to create a consolidated report for all greenhouse gases, rather than dividing them into separate categories.
Scope 1 – Direct Emissions
| Transport Emissions (Driving to/from Client Meetings) Listed in Kg CO₂e | ||||||
|---|---|---|---|---|---|---|
| Type (Car) | Gasoline | Diesel | Hybrid | Plug-in Hybrid | Electricity | Average |
| Small | 2765.67 | 2799.64 | 2010.90 | 429.67 | 0.0 | 2068.97 |
| Medium | 3484.9 | 3528.57 | 2165.03 | 1218.39 | 0.0 | 2306.95 |
| Large | 4145.62 | 5395.73 | 3021.72 | 1401.76 | 0.0 | 3394.46 |
| Average | 3409.03 | 3907.65 | 2399.88 | 683.27 | 0.0 | 3280.73 |
In 2023, a total of 19,823.50 km were driven in connection with client meetings. Employees use their private cars as transportation.
The amount of greenhouse gases emitted from transportation naturally varies depending on the size and fuel type of the vehicle used.
Since information about these factors is not available, standard emission factors from DEFRA have been used to make an estimate of the emissions. By averaging the figures for an average-sized gasoline, diesel, and hybrid car, the estimated emissions amount to approximately 3.2 tons of CO₂e.
Scope 2 & 3 – Indirect Emissions (Second and Third Degree)
Scope 2 and 3 include, among other things, our consumption of electricity, heating, and water related to the operation of our office facilities.
For Scope 2, PicoPublish emits a total of 8.1 tons of CO₂e from utilities, with 98% of these emissions caused by electricity and heating.
For Scope 3, PicoPublish emits a total of 64 tons of CO₂e, primarily stemming from commuting, the canteen service, and IT equipment.
Social Responsibility
Employee Well-being
We prioritize our employees’ well-being and working conditions highly. Our employees are one of our most important resources, and their feedback is therefore very valuable to us.
We gather this feedback, among other ways, through our annual Work Environment Survey (APV) conducted by Marselisborg Consulting. The results from these surveys have formed the basis for our initiatives in 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 shows no employees experience harassing behavior, and that all employees would recommend the workplace to others.
Everyday Life at PicoPublish
Our office building in Silkeborg is designed as an open office environment that promotes a flat organizational structure. We work together across departments and functions, which means that managers are always visible and accessible.
One downside of this setup is that 41% of employees experience noise from people, equipment, or machines. We are addressing this partly with the "Flow Time" concept: two hours every Tuesday of complete quiet and no meetings.
Additionally, we are in the process of installing sound-absorbing partitions and “mute boxes” in our space, and we have provided each employee with a noise-cancelling headset, which they are free to use. Every day, we gather for a mandatory healthy lunch, and every Friday we hold a morning meeting where we share successes and provide updates on our tasks across the organization.
Diversity and Inclusion
We are dedicated to promoting diversity and inclusion at all levels of our organization and recognize the importance of diverse perspectives and backgrounds within our workforce.
Our commitment to diversity includes not only gender diversity but also educational background and age. Through an inclusive culture, it is the interplay of these differences that supports innovation and creativity.
We are undergoing significant growth, which means we are continually expanding with new skills and competencies. Our recruitment approach is primarily based on employees’ skills and talents rather than gender. Therefore, we strive more to acquire the right competencies than to achieve a perfectly balanced gender ratio.
That said, we do want to increase our gender diversity, and have consciously worked 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 had low female representation.
This year, the gender distribution was 36% women and 64% men.
Gender Distribution
Gender Pay Gap
With this report, it is the first time we gain insight into the pay gap among our employees. By continuously measuring and analyzing such factors going forward, we can achieve a more nuanced understanding of how we as a company can create greater equality and fairness in salary distribution.
The numbers show that female employees generally earn less than men. Among our Client Service and Project Managers, men earn 1.2% more than women. For Senior Consultants, men earn 0.4% more than women. Among Consultants in PIM, men earn 3.9% more than women. The largest difference is seen among Web Consultants, where men earn 10.4% more than their female counterparts.
We will use the results from this report to continuously assess and, if necessary, adjust our salary structures to ensure that our workplace is both inclusive and attractive for all employees across the organization.
A Contribution to the Local Cultural Scene
We believe that companies play a central role in creating a healthy and well-functioning society. Therefore, we are committed to making a positive impact locally 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 providing our support to this local cultural institution, we help promote culture in our local community.
Governance
Equality in Decision-Making Processes
We are proud of the equal gender distribution on our board. This balance brings diverse perspectives and ideas to the table and promotes more holistic decision-making.
CEO Pay Ratio
We aim to be transparent regarding salaries. Our CEO pay ratio is 1.7. A low pay ratio can indicate economic equity in terms of fairness, and in our case, it reflects a commitment to responsible compensation practices. At PicoPublish, we are determined to maintain our high standards and continue building a company that exemplifies integrity, balance, and effective leadership.
Partnership and Responsible Accounting
We collaborate with reliable auditing partners to ensure accuracy and transparency in our financial statements. This guarantees a trustworthy representation of our financial situation.