Governance

We have identified the source of an estimated 90% of our emissions. We continue to focus on identifying the remaining emissions, and we are working to ensure that as much as possible is 'activity based'. Our suppliers are also on hand to help ensure that the correct data is obtained.

We are always aware of choosing responsible suppliers who, like us, live up to human rights in the areas of health and safety, everyone's right not to experience discrimination, violation of the right to privacy and data security, and the right to decent working conditions. We require this in all our co-operation agreements, and we always hold the right to control the suppliers whose employees work at the hotels on a daily basis.

We work with suppliers and have operations in Denmark and Sweden, and although the risk of corruption and bribery is considered low, it is an important parameter to focus on. Therefore, we have developed an anti-corruption policy that covers both permanent and temporary employees - all to ensure that it is clear to all employees what guidelines apply.

Part of Comwell’s core values is that we keep our word—and this applies to all aspects of our business. That is why we naturally comply with all applicable laws governing business operations in Denmark. We also adhere to the collective bargaining agreements we have signed, as well as the mandatory whistleblower program, which is, of course, important to us. The whistleblower program should be viewed as a supplement to the mechanisms we already have in place at Comwell, where we have established a confidential forum involving both the organization’s leaders and the HR department.

Furthermore, our ESG report and Communication Progress are also part of how we ensure compliance with the issues we address. Therefore, our reporting is conducted in accordance with applicable regulations and includes our ESG objectives.

In order to maintain the trust that guests, employees and business partners have in Comwell, we have drawn up a number of data ethical principles that support our desire to create openness about Comwell's data use and supplement our principles of transparency and data minimisation in the data protection rules.

Therefore, we only collect personal data that is relevant and in accordance with applicable legislation. Among other things in connection with contact information and purchase history with guests and business partners and in connection with Comwell Club enrolment. Comwell Club enrolment, but also many other important parameters.

Our data ethics principles are based on recommendations from the Data Ethics Council.

The processing and use of data at Comwell must create security, trust and safety, which is why it is processed in a responsible, transparent and reliable manner - always with a focus on non-discrimination and respect for privacy. We believe that safety must be prioritised above all else, which is why the storage and sharing of data is secured so that data is not inadvertently accessible to unauthorised parties. Of course, employees, guests and business partners always have the opportunity to gain insight into their own data.

Everyone at Comwell Hotels must process personal data in accordance with Comwell's privacy policy, the rules of the General Data Protection Regulation and the rules on secrecy and confidentiality - and Comwell does not sell personal data to third parties.

Potential impacts on our business are expected to arise, among other things, in connection with stricter requirements and legislation aimed at reducing the climate impact of our operations, including requirements for waste sorting by category. At the same time, there is a strong focus on the green agenda in the kitchen, as well as on responsible procurement with an emphasis on resource-saving solutions and minimizing waste in both the production and service phases.

The most important resource at Comwell is our employees, and changes in the labor supply have a major impact on our industry as a whole. A decline in the number of new trainees and challenges in finding qualified workers are factors we are actively addressing in an industry characterized by shifting work schedules and physically demanding work. In this context, our ability to reflect and promote diversity and inclusion is essential to ensuring that we can continue to grow our business and attract the right talent in the future.

We are closely monitoring developments so that we can continuously adapt our hotel operations with regard to renewable energy, resource consumption, recycling, and waste sorting. Our strategy includes concrete plans to reduce our carbon footprint, supported by our participation in the Science Based Targets initiative (SBTi), where our reduction targets have been submitted and are currently awaiting final approval and validation.

Our sourcing policy serves as a tool to reduce our CO2 emissions through established procedures focused on more plant-based options and less meat. We hold the bronze-level Organic Dining Label, and whenever possible, we prioritize seasonal Danish ingredients. This effort is supported by employee training, including our Green Chef program, as well as quality control standards for our suppliers.

Employee development and well-being are central and integral to Comwell’s business strategy. We aim to create space for everyone, regardless of where they are in their careers and professional lives. Through training programs at Comwell College and our Trainee Academy, we give our employees the opportunity to develop both professionally and personally.

We closely monitor well-being through ongoing well-being surveys to support a positive and diverse work environment with flexible conditions. We also work purposefully to promote gender parity on the board of directors and in senior management, and to support employees at all stages of life through our late-career policy.