Responsibility & ESG at Witt

Responsibility has long been an integral part of how we work at Witt. With our formal ESG framework, we now have a structured approach that helps us set direction, track progress, and make our efforts more transparent – both in our daily operationsand in collaboration with external stakeholders.

At Witt, we take responsibility for people, the environment, and the way we conduct business. This applies to our own activities as well as to the requirements we set for suppliers and partners.

We work with ESG (Environment, Social & Governance) as the foundation for these efforts, and our performance is assessed through EcoVadis. This means that responsibility is not just something we talk about – it is something we follow up on in practice and integrate into everyday decision-making. Our ESG work is driven across the organisation and forms part of both our internal processes and our dialogue with suppliers and partners.

🔗 Read our policies

Our approach to ESG

ESG is the framework we use to drive responsible value creation. We work across three key areas:

Environment

We work to reduce our climate impact and use resources more efficiently. This includes energy efficiency improvements, renewable energy, and circular solutions designed for longevity and reuse.

Social

We take responsibility for fair and safe conditions – for our employees and for the people in our value chain. This includes human rights, well-being, and clear expectations for our partners.

Governance

We conduct business in a responsible and transparent manner. This means acting with integrity, openness, clear ethical standards, zero tolerance for corruption, and a strong focus on data security and privacy.

To ensure progress, we have been evaluated by EcoVadis since 2020.

EcoVadis Rating

Witt participates in the EcoVadis assessment, one of the world's most widely used sustainability rating platforms.

Here, our performance is evaluated across environment, labour and human rights, ethics, and sustainable procurement.

The purpose is simple:

to create transparency in what we do
to highlight where we can improve
to ensure year-on-year progress

A strong EcoVadis rating is important because it builds trust and demonstrates to customers, suppliers, and partners that we act responsibly in practice – not just on paper.

See our EcoVadis score here.

Environment & Climate –
What We Do in Practice

We actively work to minimise our environmental impact and support the green transition by:

switching from oil heating to heat pumps and district heating
installing EV chargers and LED lighting
sorting waste into more than 20 waste streams
being a member of Elretur, Emballageretur, WEEE recycling schemes and Batteriretur to ensure correct recycling of electronics, packaging and batteries
requiring a minimum 7-year spare parts availability from our suppliers
focusing on solar energy and energy-efficient buildings
90% of our vehicles consist of electric and hybrid vehicles

🔗 Read Witt’s Environmental Policy (2024)

People & Ethics –
How We Take Responsibility

Responsibility at Witt is, above all, about people. We therefore follow clear principles and systems designed to ensure proper conditions:

zero tolerance for forced labour, child labour and discrimination
strong working conditions enforced through our Code of Conduct and supplier audits
the Witt Prevention Programme (Witt Forebygger) focusing on employee well-being and health
an anonymous whistleblower system for safe reporting
support for diversity and equal opportunities at all levels

🔗 Read Witt’s Labor & Human Rights Policy (2024)
🔗 Read Witt’s Modern Slavery Policy (2024)

Our Life Phase Policy

At Witt Denmark, we strive to create a supportive and inclusive working environment for all employees – regardless of where they are in life. Rather than adopting a traditional senior policy, as many organisations do, we have chosen to bring our approach together in one overarching policy that embraces all phases of life.

At different points in life, situations and needs may arise. It should feel safe and natural to discuss these with one’s employer – whether the need is minor or calls for special consideration.

Our starting point is that people are different, and that working life changes as life itself unfolds. That is why we focus on the whole person and on the entire working life. The purpose of our Life Phase Policy is to promote open dialogue, break down taboos, and avoid stereotypes – so that everyone can thrive and develop throughout their career.

What do we mean by life phases?
A life phase is a period during which there may be a need for temporary or longer-term adjustments in working life. Examples include:

Starting a new job or being early in one’s career
Pregnancy or life with children at home
Illness affecting the employee or a family member
Divorce or other major personal changes
Changes in physical or mental health
The transition into senior life and preparation for retirement
Career changes or, for example, family-related relocations or postings

This list is not exhaustive. Life phases differ from person to person, and needs may vary in both scope and duration. What matters most is that dialogue is always the starting point. Our aim is to find solutions that create balance for all parties and contribute to a sustainable everyday working life.

Health, balance and development
We aim to create a working day where employees can perform well – both professionally and personally. To support this, we offer regular wellbeing conversations and annual performance and development reviews (MUS), flexible working hours, and the possibility of part-time arrangements – both temporary and permanent.

In addition, employees have access to a range of health and wellbeing benefits, including training at a reduced cost, a health scheme with access to physiotherapy, family counselling, psychological support, coaching, and more.

“When life takes new directions, the conditions we bring into working life also change. With our Life Phase Policy, we want to make it natural to talk openly about the changes that may occur along the way – without reservations and without assumptions about what an employee ‘should’ be able to handle or need.

At its core, this is about meeting one another with openness and creating space for our differences. When managersand employees share a common language, it becomes easier to find solutions that provide clarity, direction and balance. This is how we support and strengthen the culture we want to nurture at Witt.”

Katrine Foldager
HR Manager

Integrity & Governance –
Our Foundation

Ethics and transparency are the foundation of everything we do. We follow European standards and maintain policies that protect both the business and our partners:

Business Ethics Policy (2025) – addressing corruption, bribery and conflicts of interest
IT & Cyber Security Policy – based on CIS Controls v8
Data ethics and GDPR compliance – protecting customer and employee privacy

🔗 Read Witt’s Business Ethics Policy (2025)
🔗 Read Witt’s Code of Conduct (2024)

The Road Ahead –
How We Continue Our ESG Progress

ESG is an ongoing effort that we continuously develop and refine.

In 2025, Witt prepared its first voluntary VSMR reporting. It is based on a double materiality assessment (DMA) covering 19 key topics. The analysis helps us prioritise where our impact is greatest – and where we can make the most meaningful difference. This gives us a clear basis for setting priorities, targets and long-term progress.

Going forward, we will work even more systematically with data, KPIs and long-term goals to continuously improve our efforts across environment, social responsibility and governance.