• CSR-
  • TDC’s social responsibility

TDC’s social responsibility

Added to your personal report..

Personal report

You can add pages or sections to your own TDC report.

Go to your Personal report page to add or remove pages, and download your report

Glossary

The following constitutes TDC’s statutory reporting on social responsibility in accordance with Section 99a of the Danish Financial Statements Act, and is supplemented by TDC’s CSR Report, which is available from http://tdc.com/csr. The CSR Report has been prepared in accordance with the Global Reporting Initiative's sustainability reporting guidelines (G3)1, level B, with self-declaration based on own assessments. Read more about the GRI3 guidelines at http://www.globalreporting.org.

In June 2009, TDC joined the UN Global Compact and in 2010 will submit its first Communication on Progress (COP), which will constitute TDC's CSR Report prepared in accordance with the abovementioned G3 guidelines. TDC could therefore have omitted a detailed report in this Annual Report, but with its focus on clarity and transparency, has decided to present below the most significant areas of the company’s work with social responsibility.

Systematization of CSR work

In 2009, TDC’s Corporate Management Team adopted an official CSR policy defining clear goals for TDC’s role in the IT society, for TDC’s work on environmental affairs and climate change and for the wellbeing of TDC’s employees. The CSR policy in its entirety is available at http://tdc.com/csr.

As mentioned above, TDC also joined the UN Global Compact in 2009, and thus committed itself to supporting the ten principles spanning human and labor rights, environmental and climate protection and anti-corruption. Read more about TDC’s UN Global Compact commitment at http://tdc.com/csr.

The ten principles supplement TDC’s basic work as a socially responsible company that has focused for many years on workforce diversity, reduced environmental impact and proper business conduct.

In future, TDC will work at implementing the ten principles of the UN Global Compact in the Company’s operations and CSR work. A number of examples of how TDC is currently striving to fulfill its corporate social responsibility are given below. As stated, more details are given in TDC’s CSR report, and at http://tdc.com/csr (click on Reporting) you can read more about the cohesion between TDC’s CSR policy and its efforts to involve the UN Global Compact principles.

TDC’s role in the IT society

In 2009, TDC set a goal to ensure increased high-speed broadband coverage, both mobile and landline, together with increased digital TV via the coaxial cable, and landline network for Danish households. For instance, more than 90% of the Danish population currently has access to Turbo 3G via mobile broadband and 76% has broadband access with up to 20 Mbps connections via TDC’s landline networks. With so many fast connections, TDC achieves its goal of being Denmark’s IT backbone and therefore supports a vast number of vital parts of Danish society, e.g. emergency services. It also ensures that its customers benefit fully from the digital options available from both authorities and other service providers.

The change from analog to digital TV signals has resulted in more rigorous demands on cable TV and IP-TV, which for TDC means YouSee and TDC TV. The change also means that many more Danes can now benefit from the digital offers, including two new public service channels from Danmarks Radio.

Read more about TDC’s contributions to the IT society on pages 28-35 of the CSR Report 2009.

TDC’s environmental and climate work

At the end of 2008, TDC adopted an ambitious climate plan to reduce its CO2 emissions by five percent before 2014 based on its emission of 151,000 tons of CO2 in 2007.

In 2009, TDC invested more than DKK 5m in specific CO2-saving projects, including a project to reduce power consumed by TDC’s landline customers by 11,000 tons CO2. The project is due for completion in 2014.

In addition, TDC has asked its more than 10,000 employees at Danish locations to commit themselves to reducing power consumption at TDC’s offices. The campaign was implemented with help from Elsparefonden (the Danish Electricity Saving Trust), with whom TDC has also entered into a 'curve breaker agreement'. In this agreement, TDC undertakes to improve its energy impact by 15% annually measured by the number of joules per kilobyte moving through TDC's networks. The campaign will continue in 2010.

TDC considers climate-friendly products to be a future competitive advantage and saving TDC’s resources makes good financial sense. A proactive approach to reducing TDC’s own carbon footprint is therefore the first step toward a more competitive and cost-conscious company – also in terms of climate change.

Read more about TDC’s environmental and climate change efforts on pages 20-27 of TDC’s CSR Report 2009.

Employees

This year, TDC has had to say goodbye to a number of employees. As in many other companies, the global financial crisis has had an impact on TDC. However, TDC takes pride in taking leave of its employees in a decent manner. It therefore facilitates an extensive outplacement process with support and guidance for its employees to help them through the transition to another career outside TDC.

TDC’s revenue is generated by its employees and their qualifications. The company’s employees broadly reflect Danish society, i.e. its customers, which puts TDC in a good position to meet customer requirements. TDC has employees of all ages in all corners of Denmark, though with a male-dominated representation, as it is a technology-heavy company.

TDC's ambition, however, is to ensure that all employees, irrespective of age, gender, ethnicity or sexual orientation, enjoy promising career opportunities in the company. This explains the particular attention paid to equal opportunities in 2009. Henrik Poulsen, TDC’s President and CEO, was appointed Equal Opportunity Ambassador by the Confederation of Danish Industries, and TDC signed the Charter for Women in Management devised by the Danish Ministry of Employment and Ministry of Gender Equality to ensure commitment to including women as candidates for executive positions in TDC. At present, TDC has 34% female employees and 36% female managers at all levels, but only 22% female managers at an executive level – a figure that TDC will endeavor to increase. In 2014, the figure must reach 33%.

Read more about TDC’s employee initiatives on pages 12-19 of TDC’s CSR Report 2009.

Social responsibility is about competencies

When preparing its new CSR policy, TDC also adopted a new strategy for societal sponsorships. In future, instead of making direct sponsorships, TDC will enter into more partnerships where TDC has special competencies and where the company can contribute more than just cash. When TDC’s employees can contribute their skills, they become more involved in the projects than in traditional sponsorships. In this way, both TDC and its partners get more value for their money.

The Danish Red Cross

In 2009, based on its CSR policy, TDC initiated co-operation with the Danish Red Cross with a special focus on its efforts to be a world center for the International Red Cross within IT and telecommunications in connection with disasters. Every year, TDC donates DKK 500,000 to this particular cause.

As part of the partnership agreement, TDC places the latest technology, a modern warehouse in Copenhagen and financial support at the disposal of the Danish Red Cross. TDC has also set up a team of TDC specialists for the Danish Red Cross to use in connection with development tasks around the world. TDC pays the employees’ wages and salaries when they are stationed abroad.

Read more about the partnership with the Danish Red Cross on pages 10-11 of TDC’s CSR Report 2009.

The Circle

TDC has worked closely on The Circle project with Copenhagen University Hospital and Skejby Hospital since 2008. This project aims at providing long-stay children in hospitals with an opportunity to participate in lessons from their sickbeds. Besides having devastating and potentially life-threatening illnesses, these children have to live with losing their social life as their illness prevents them from attending lessons in a normal school.

As the largest IT company in Denmark, TDC contributes broadband connections, interactive whiteboards, webcams and state-of-the-art software to The Circle as well as a wide range of resources and DKK 500,000 annually.

The Circle project is expected to be completed during 2010. Read more on page 7 of TDC’s CSR Report 2009.

Open World

During the summer of 2009, TDC, in collaboration with Ericsson, the IT University of Copenhagen and Copenhagen Business School, held a summer school for students attending technical as well as business courses. The aim was to support a study and exchange environment for telecommunications services.

Particular emphasis was put on mobile applications, and during the fortnight the course lasted, students were taught by experts from TDC in technical as well as business aspects of developing viable business cases. The Open World Summer School ended with an examination and competition won by a mobile application that can reduce the emission of CO2 through carpooling.

Read more about Open World on page 7 of TDC’s CSR Report 2009.

TDC’s “Tidsbank”

Since 2001, TDC has run "Tidsbanken” (The Time Bank), a corporate program through which employees can volunteer to work eight hours a year for “Børns Vilkår” (Welfare for Children), the Danish Cancer Society and Danish Red Cross. In 2009, TDC employees were collectors for the national fundraising campaigns of the Danish Cancer Society and Danish Red Cross, answered phone calls at “Danmarksindsamlingen” (the national emergency relief show) and taught children in kindergartens about sun protection as part of TDC’s involvement in the Danish Cancer Society's “Turn down the sun” campaign.

Read more about “Tidsbanken” on page 13 of TDC’s CSR Report.

Anti-corruption

TDC conducts its business based on the core values of integrity, reliability, honesty and transparency. Employees at all levels are encouraged to ensure that their financial and personal interests have no negative impact on their work-related transactions, attract no suspicion and do not clash with TDC’s interests. Corruption is not a major problem, as TDC’s day-to-day work is conducted mainly in the Nordic countries, which are all considered to be among the least corrupt countries in the world. Nevertheless, TDC is focusing on the issue. As part of its work with the UN Global Compact principles, TDC is currently revising its policy on giving and receiving presents. In the future this practice must comply with Transparency International’s Business Principles for Countering Bribery. Gifts to and from external partners must comply with the fairness principle, and must not be given as an inducement to achieve anything dishonest or illegal or encourage breaches of confidence in favor of any of the TDC’s business lines. The policy is expected to come into force in 2010.

The issue will also be addressed in TDC’s general Code of Supplier Conduct.

TDC’s CSR efforts in 2010

In 2010, while ensuring implementation of the UN Global Compact principles through, e.g. regular assessment of TDC’s CSR initiatives and policy, TDC will focus on improving its reporting of climate, environmental and other CSR targets.

TDC’s entire CSR Report is available at http://tdc.com/csr from February 12 2010, where you can also find a detailed description of TDC’s social responsibility initiatives. TDC's status and CSR objectives are described on pages 36-41 of the CSR Report.

  1. G3 is a set of global guidelines for reporting on sustainability based on a range of indicators within; finance, the climate and environment, product liability, working conditions, human rights, and society. G3 is flexible, as it gives the opportunity for reporting at levels A, A+, B, B+, C, C+, D or D+. The levels state the reporting scope and the plus symbol indicates that TDC has been assessed by a third party to ensure that the company is reporting in compliance with G3. In, TDC chose to report at level B using a self-assessment (see TDC's self-assessment at http://tdc.com/csr)