Diversity

H+H recognizes the advantages of diversity, values our diverse workforce and believes in the equality of people. We expect all our employees to respect the varied backgrounds, skills and cultures of others and are committed to providing equal opportunities in employment decisions, based on individuals' qualifications, without unlawful discrimination. To help strengthen the diversity of H+H's work force, a H+H diversity policy has been implemented to help promote diversity.

According to the Articles of Association of H+H International A/S the Board of Directors shall consist of 4 – 8 members.

Pursuant to Section 139a of the Danish Companies Act and the related Guidance on target figures, policies and reporting on the gender composition of management issued by the Danish Business Authority, each gender shall be represented:

• by at least one shareholder-elected board member, when the Board of Directors consists of a total of 4 shareholder-elected board members;
• by at least two shareholder-elected board members, when the Board of Directors consists of a total of 5 – 7 shareholder-elected board members; and
• by at least three shareholder-elected board members, when the Board of Directors consists of a total of 8 shareholder-elected board members.

If two candidates of different genders are equally qualified for a board position, the candidate of the under-represented gender, if any, will be chosen. 

Currently, the gender diversity target under Section 139c in the Danish Company Act is met, as the Board of Directors consists of three men and two women.

H+H International A/S does not set any gender diversity targets for the management levels below the Board of Directors due to the small number of employees in H+H International A/S (i.e. currently less than 30 persons), cf. Section 139c (7) of the Danish Companies Act exempting companies with less than 50 employees from setting such targets.

Due to its small size, H+H International A/S is also not subject to the gender diversity requirements set out in the so-called Gender Balance Act (Kønsbalanceloven) stipulated in Section 107f of the Danish Financial Statements Act and implementing EU’s Gender Balance Directive.