Environment and Sustainability
Our CO2e emissions in 2024
We emit a total of 88,466 tons of CO2e, which corresponds to 2.7 CO2e per employee. CO2e serves as a unified measurement for all carbon-based emissions, enabling a single consolidated figure for all greenhouse gases instead of breaking them down into individual categories.
In our 2024 ESG report, IT equipment accounted for the largest portion of our environmental footprint. This is due to a combination of company growth and a strategic approach to IT equipment, where we have long focused on extending the lifespan of our existing devices. However, with an increasing number of employees, there has been a need for new investments in IT equipment.
Scope 1 – Direct Emissions
| Kg. Co2E | ||||||
|---|---|---|---|---|---|---|
| Type (Car) | Petrol | Diesel | Hybrid | Plug-in Hybrid | Electricity | Average |
| Small | 1428.29 | 1465.74 | 1150.54 | 307.55 | 0.0 | 845.78 |
| Medium | 1714.35 | 1807.50 | 1173.45 | 829.67 | 0.0 | 1173.99 |
| Large | 2115.87 | 2748.53 | 1577.63 | 1050.88 | 0.0 | 1873.23 |
| Average | 1786.17 | 2007.26 | 1300.21 | 729.03 | 0.0 | 1755.17 |
In 2024, a total of 10,208.60 km was 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 type of car and fuel. Since we do not have detailed information on this, we have used DEFRA’s standard emission factors to calculate an estimate. By averaging emissions for regular petrol, diesel, hybrid, and plug-in hybrid cars, we have arrived at a result of approximately 2 tons of CO₂e.
Scope 2 & 3 – Indirect emissions of the second and third degree
Scope 2 accounts for a total of 10 tons of CO2e emissions from utilities, with 98% of these emissions caused by electricity and heating.
Scope 3 accounts for a total of 76.36 tons of CO₂e, with the majority stemming from employee transportation, the canteen service, and IT equipment.
Social Responsibility
Employee Well-being
We place great importance on employee well-being and the work environment, and their feedback plays a central role in our efforts. Through the annual workplace assessment survey (APV), we gain valuable insights that form the basis for our initiatives in work environment, diversity, and work-life balance. We are proud that our APV shows zero cases of harassing behavior and that all employees would recommend us as a workplace.
The Employee Net Promoter Score (eNPS) is a measurement tool that gauges loyalty among our employees. We are proud to have an eNPS of +85, which means our workplace is highly recommended.
Everyday Life at PicoPublish
Our office in Silkeborg is designed as an open-plan workspace that promotes accessibility and visibility across departments and functions, where employees and managers work closely together. To reduce potential noise disturbances such as keyboard sounds, all employees have been provided with noise-cancelling headsets, contributing to a more pleasant work environment. The results from our workplace assessment (APV) show continuous progress in reducing noise and improving working conditions, which we are very pleased with.
As part of our focus on health and work-life balance, we have also introduced a Pico team at PureGym and established an internal running club. Employees can log one hour of this activity as part of their working hours, helping us create a healthy and balanced workday together. Additionally, we gather daily for a shared lunch with healthy food, and every Friday we hold a morning meeting to share updates and successes across the organization.
Responsible Coffee Consumption with ØNSK
We care about making responsible choices – including when it comes to the coffee we drink. That’s why we have chosen ØNSK coffee, which is B Corp certified and stands for sustainability, social responsibility, and high quality.
ØNSK works directly with coffee farmers to ensure fair conditions, sustainable farming practices, and a transparent value chain. By choosing ØNSK, we support a fairer coffee industry and contribute to positive change for both people and the environment.
Diversity and Inclusion
We are deeply committed to promoting diversity and inclusion at all levels of the organization. For us, diversity is not only about gender but also educational backgrounds and age. Our recruitment focuses on skills and talent rather than gender, although we consciously work to attract more female colleagues.
This year, the gender distribution is 34% women and 66% men.
Gender Distribution
Gender Pay Gap
To ensure fair pay distribution, we continuously work on adjusting our salary structure. We have made positive progress since 2022 and can now see that female senior consultants earn 4% more than their male colleagues, while male consultants earn 7% more than their female colleagues. Among our junior consultants, there is no pay difference. We strive to reflect salaries based on individual competencies but continuously work to reduce pay gaps in a meaningful way.
A Contribution to the Local Cultural Scene
We believe that businesses have a central role in creating a healthy and well-functioning society. Therefore, we engage in making a positive impact locally here in Silkeborg. Since many of our employees live in Silkeborg, it feels natural for us to contribute to the positive development of the town’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 in our community.
Charitable Causes
Through our profits, we have had the privilege to donate DKK 100,000 to selected initiatives that support the UN’s Sustainable Development Goals. Through an internal vote among employees, we have chosen to support the following:
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Børns Vilkår – working to ensure that no children in Denmark are neglected.
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The Ocean Cleanup – developing technologies to remove plastic pollution from the oceans.
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Danske Hospitalsklovne – creating joy for seriously ill children.
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Kræftens Bekæmpelse – focusing on research, prevention, and counseling and support for cancer patients and their relatives.
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Selvhjælp i Silkeborg – an independent association for voluntary social work that creates self-help groups for and with people in difficult life situations.
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Livslinien – an organization offering phone and chat counseling to people with suicidal thoughts or in crisis.
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Verdens Skove – a Danish green development organization fighting for a world rich in forest nature.
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Læger uden Grænser (Doctors Without Borders) – a private, international humanitarian organization providing emergency medical aid to victims of conflicts and disasters worldwide.
We believe that responsibility for a sustainable future lies not only with organizations but also with each of us as individuals.
Governance
Equality in Decision-Making Processes
Equality in Decision-Making Processes
We value that our board has an equal gender distribution. This balance contributes to a more diverse and holistic decision-making process.
CEO Pay Ratio
Our CEO pay ratio is 1.78, reflecting our goal of economic equity and transparency in compensation. We strive to maintain fair pay practices.
Partnership and Responsible Accounting
We collaborate with reliable auditing partners to ensure transparency and accuracy in our financial statements. This provides a trustworthy representation of our financial situation.