I. Legal basis
The Evnia Gender equality policy is in compliance with the Danish gender equality legislation and the EU’s requirements for a Gender Equality plan (GEP).
II. Work-life balance and organizational culture
- Evnia strives to ensure equal rights to care for children and loved ones without being harmed career-
- Evnia encourages every team member to make use of their maternity or paternity leave as provided in local legislation.
III. Gender balance in Evnia’s management
- Evnia strives for an equal distribution of women and men in the management team. A team where one sex constitutes a maximum of 60% is considered equal.
- When there are vacancies at Evnia’s top management level, recruitment takes into account the overall gender balance in senior management. However, the emphasis must be placed on the qualifications and personal qualities of the individual director characteristics in relation to Evnia’s need to get its core tasks done.
IV. Gender equality in recruitment
- Evnia strives for an equal gender distribution at all levels.
- We will therefore focus on choosing the under-represented gender when there are two candidates of each gender with similar skills and qualifications.
- Evnia aims to include a broadly composed group of team members who possess competencies beyond the professional and thereby reflect the diversity of the surrounding society.
- In our recruitment process, there is a focus on attracting applicants from more than one gender, and that job interviews are conducted in a gender-neutral manner. This means, among other things, that we encourage all qualified candidates, regardless of personal background to apply. In addition, we aim to ensure that more than one gender is represented in the Assessment Committee.
V. Equal career opportunities
- Regardless of gender and gender identity, Evnia team members are presented with equal opportunities to make a career in Evnia.
- Team members must have equal opportunities to unfold their potential to become more skilled at their jobs. This is to be done by ensuring equal access to career development and trainings.
- Evnia also strives to ensure that all team members, regardless of gender and gender identity, can take part in the tasks that provide increased salary, development and promotion. Among other things, there is focus on this in connection with the employee development interviews (twice per year).
- Evnia’s managers will also be aware of who carries out so-called “community service tasks” and continue to work on these tasks being carried out by more than one In this context, community service tasks include, among other things, coordination, mentoring, participation in recruitment committees and event tasks. Attention is paid to any new tasks in this category.
VI. Equal pay
Evnia focuses on ensuring equal pay for equal work and work of equal value regardless of gender.
VII. Raising awareness
- Evnia wants to raise awareness of unconscious gender bias so that we become aware of and can identify unconscious biases and stereotypes about gender.
- Not all gender differences constitute a gender equality problem, but knowledge about gender differences can contribute to targeting actions and to increasing quality and efficiency and promote gender equality.
IIX. Dedicated resources
- It is important that the necessary time and resources are allocated to ensure that the above initiatives are implemented and followed up.
- The HR team follows up on any inquiry regarding this topic as well as anonymous inquiries through the Evnia whistleblower scheme or the tactuus survey.
- The HR team facilitates a workshop training on gender equality and unconscious biases.
- The HR team makes sure that all new team members are familiar with the Evnia Code of Conduct. Evnia has a code of conduct that describes how we actively work to prevent offensive actions, including bullying.
- Evnia’s team members have the opportunity to reach out to the HR team or their managers, if they experience or are subjected to discrimination, harassment, etc.
IX. Tracking our data
- The HR team collects the following data yearly to make sure that we are acting according to the present policy.
- Balance of gender in composition of the management team.
- Differences in promotion, trainings, career opportunities compared to gender.
- Number of issues raised through anonymous channels or through the Evnia whistleblower scheme.
X. Publication and revision
- Evnia’s gender equality policy is available on our website and on our internal HR portal.
- The present gender equality policys date of entry is May 1st, 2026.
- Evnia’s gender equality policy is reviewed by the HR team no later than three years after the date of entry.