Dansk Træemballage A/S is Scandinavia’s leading manufacturer of wood packaging.
Our aim is to make our production process and products sustainable which means that we take responsibility for the way in which our activities affect the society around us – not only from a financial point of view, but from an environmental and social perspective.
We have therefore set out a code of ethics with which all employees at Dansk Træemballage A/S are required to comply in order to create a trusting relationship with colleagues, customers, suppliers and our other external stakeholders (neighbors, government authorities etc.).
The general principles are contained in this code of ethics, which is also put into practice in the company’s quality, environment, energy, work environment and sustainable wood management systems, and sets out a number of objectives, policies and procedures.
1. Legislation, regulations and rules
DTE and our employees and business partners are required to comply with the legislation, regulations and rules that apply in the country in which they are domiciled. In the event of discrepancies between local regulations and the requirements set out in this code of ethics, we and our business partners must apply with the most stringent requirements.
2. Social responsibility
2.1. Local communities
DTE has production facilities in many locations across Scandinavia. Many of these are small local communities in which DTE’s presence is often of great importance. We work closely with and support these local communities to promote well-being and development.
2.2. Human rights
DTE supports and respects the internationally proclaimed human rights. By applying our policies and objectives, we work within our sphere of influence to ensure that these rights are complied with.
2.3. Child labour
DTE does not accept child labour and requires our suppliers at a minimum to comply with the UN’s Convention on the Rights of the Child as well as ILO Conventions Nos. 138 and 182 relating to child labour.
2.4. Forced labour
DTE does not accept forced labour in any form either at our facilities or those of our partners. All employment relationships must be voluntary, and employees must always have the right to terminate their employment within a reasonable period.
2.5. Employment contract
All employees must be given an individual employment contract that clearly sets out the terms of their employment. The contract must be in writing and written in the local language.
2.6. The right to organize
DTE acknowledges its employees’ right to freedom of association and their right to collective negotiation.
2.7. Equal opportunities – no discrimination
DTE greatly values diversity and inclusion among its employees across our facilities. We therefore do not accept discrimination based on gender, nationality, skin colour, ethnic origin, religion, sexual orientation, illness, disability, affiliation with a trade union or political party in relation to employment, remuneration, promotion, duties and termination.
2.8. Wages and working conditions
Employees must, at a minimum, be remunerated at the rate of the minimum wage stipulated in legislation, by the industry or by the applicable collective agreement. Working hours and overtime must respect international agreements, local legislation and collective agreements.
2.9. Harassment – bullying
DTE does not accept any form of harassment or bullying. The use of threats and verbal abuse is likewise unacceptable.
The World Bank defines corruption as: “The abuse of entrusted power for private gain” or “the abuse of public office for private gains”. Corruption covers a range of criminal offences such as bribery, fraud, embezzlement, breach of fiduciary trust, misconduct in public office and nepotism.
DTE strongly distances itself from and rejects corruption in all its forms.
In business relationships with both suppliers and customers, it is not uncommon for DTE to offer and DTE’s employees to be offered participation in dining and events of a social nature. We do not find that organising and participating in such events is contrary to our general policy, but we and our employees must always be aware that the scope of such events must have no particular financial value or confer any special benefit on those who participate or those invited by DTE. It is important to emphasise that an invitation from DTE or the participation of DTE employees in such events must never be interpreted as an attempt to influence business decisions or be influenced by them.
Likewise, on special occasions, such as anniversaries, birthdays holidays and Christmas, we accept that gifts are given and received as long as these gifts are of insignificant financial value to the recipient and are not given with the intent of influencing the recipient’s decision-making.
4. Working environment
In addition to ensuring basic rights as set out in Section 2 above, and applicable legislation in Scandinavia, DTE works actively and systematically to improve its working environment according to ISO 45001. More than 95% of our employees in Denmark are covered by certification.
Our management systems contain a range of policies to ensure that applicable legislation and other requirements that we have endorsed are complied with. We exceed legislative requirements in our efforts to improve our working environment, especially by focusing on risks, especially risks relating to ergonomics and noise. If our working environment does not meet certain standards, the consequence may be that we are unable to retain or attract employees or that our reputation may be damaged.
We maintain and develop our physical and mental working environment in an active collaboration on the working environment within the organisation. We want to motivate and train employees to work in accordance with our health and safety policy, just as we engage in close dialogue with the company’s stakeholders on health and safety work.
We focus on promoting health and safety by training our employees.
Management and employees have committed to maintaining a safe and healthy working environment through preventive efforts to avoid accidents at work and work-related illness and to promote well-being in the workplace.
At a minimum, DTE meets the requirements of its environmental licences as well as other regulatory requirements.
We aim to reduce energy consumption and raw material use per unit and to minimise emissions from our processes. We sort our waste and recycle as much as possible. The remaining waste is disposed of in an environmentally safe way.
Our primary raw material is coniferous wood, mainly supplied from Scandinavian forests. We are certified to both PEFC and FSC®. As a result, we require our suppliers to supply wood to DTE that originates from sustainable forestry.
Environmental work forms an integral part of our management system which has specific objectives and policies in the environmental field in place. Several factories are certified to ISO 14001, where we commit to continuous improvement of our environment efforts.
We continuously record our energy consumption to ensure that we have adequate data for our assessment of whether we meet our objectives as well as any government authority requirements.
We have established procedures that support the procurement of energy-efficient products and services and ensure energy-saving design. Energy management in the factory that accounts for more than 75% of DTE’s energy consumption is certified to ISO 50001.
The environmental impact of new activities, products and processes is assessed in advance, and DTE will continue to develop environmentally friendly products with an environmentally-friendly life cycle of environmentally friendly and sustainable raw materials.
Revised on 20-12-2023