Kromann Reumert

DIVERSITY AND INCLUSION

Diversity and inclusion are a natural part of Kromann Reumert's DNA. We strive to be the most attractive place to work in the law profession, and we want Kromann Reumert to be a place full of respect for each other, with equal rights and opportunities for all. Therefore, we have a D&I policy with initiatives and targets. We have highlighted some examples below.

1. We strengthen Kromann Reumert's management qualifications through executive coaching for the management, and we will make diversity and inclusion training available to all partners, managers and members of our health and safety committee.
2. We will strengthen our LGBT+ activities by allowing fathers to take paid leave in situations where two men are the primary parents of a child. Similarly, co-mothers will be allowed the same parental leave opportunities as fathers.
3. We encourage all male employees to take both paternal and parental leave if they father a child. We offer our male employees parental leave opportunities in that father (like mothers) effective as of January 2022 may take up to 24 weeks' paid leave (including paternity leave) before the child reaches the age of 1 year (subject to a full refund of daily benefits) instead of the former 12 weeks.

Employees and working conditions

Our group of lawyers comprises a diverse group of people, each with their own strengths and requirements. More than half - exactly 52% - of our employees are women, and among our senior attorneys and directors the share of women is 46%. We have 27 part-time employees, and all our employees may choose to work flexible hours for a optimal work/life balance. For example, leaving work after lunch to pick up children or go for a run and then work again in the evening. Or working a four-day work week by delivering on all their work hours over the course of four intense days and then taking a day off (with full pay).

Even before the Covid-19 pandemic we gave our employees the opportunity to work from other places than the offices. During and after the pandemic this has been strengthen further since we now also give the employees all necessary office equipment like headsets, screens etc. to ensure a comfortable and proper workspace from their home offices. The pandemic has also raised a topic concerning the mental health at our employees. Therefore, we arranged several creative online social initiatives during the pandemic as well as we have arranged several physical social gatherings after the pandemic to ensure that we all get well back together.

For young employees, we offer the opportunity to participate in Kromann Reumert’s mentorship programe, where they choose a mentor within our organization. Employees at each career level in our organization are offered the opportunity to be part of a personal and professional development programe. We also invite our associates to be part of a transition programe to prepare them for their future role as attorneys.

We employ a number of international employees and have a wide range of language skills in the firm. We work every day to accommodate this diversity by offering for example in-house courses, home workstations for more than half of our employees, a working environment policy aimed at promoting job satisfaction, and dialogue groups for our attorneys, assistant attorneys and legal secretaries.

According to the Danish Discrimination Act, we are not allowed to register race, skin color, religion or belief, political opinion, sexual orientation or national, social or ethnic origin.