Introduction to Egmont

Egmont is a leading Nordic media group with a dual purpose. Growing with the modern consumers, Egmont continues bringing stories to life with great content and empower children and young people at risk to pursue a good life. Egmont has more than 5,700 employees across more than 100 companies such as Nordisk Film, Story House Egmont, TV 2 in Norway, Lindhardt og Ringhof, and Cappelen Damm etc., which are primarily located in Denmark, Sweden, and Norway. As a commercial foundation for more than 100 years, we every year spend part of our profits to help the people in need. In 2024, we donated 15.4 million EUR to support children and young people in completing a secondary or further education and pursuing a good life.

Egmont is committed to the ten principles of the United Nations Global Compact (UNGC), the United Nations Guiding Principles on Business and Human Rights, and the Core Labour Standards of the International Labour Organization (ILO). Ensuring fair working conditions is an integral part of Egmont’s corporate culture. Egmont operates several policies to ensure that its companies and relevant business partners conduct business in a transparent and ethical manner and in compliance with relevant standards and legislation within Human and Labour rights (including slavery prevention), health and safety measures, environmental issues as well as anti-corruption, including Egmont’s Business Ethics Policy, Egmont’s Code of Conduct, Egmont’s Group Recruitment Policy, and Egmont’s Whistleblowing Policy.

Egmont has a global whistleblower hotline available to employees as well as third parties. This enables transparency in terms of genuine concerns related to direct activities or the supply chains of our business, including any circumstances that may give rise to an enhanced risk of slavery or human trafficking. 

Third parties - supply chain due diligence

As a global business that engages suppliers all over the world, Egmont is attentive to how it deals and interacts with its suppliers. Egmont has established a risk based due diligence program, Egmont Social Compliance Program which includes matters relevant to the Modern Slavery Act.

The Egmont Social Compliance Program sets out processes and requirements to ensure that our high-risk suppliers uphold responsible business conduct. We ensure that human rights and labour rights are respected and protected, and that violations are remedied. Based on a risk assessment of the countries and sectors in which the relevant suppliers operate, key direct suppliers and chosen sub-suppliers may be subject to audits. Egmont’s country risk assessment operates with the three risk groups set out below:

• Country Group 1: Audit is required at least every 12 months.
• Country Group 2: Audit is required every 12-24 months based on audit result.
• Country Group 3: Audit may be requested based on an ad-hoc basis, but some suppliers operating in this group will be required to complete an Egmont Self-Assessment Questionnaire (Egmont SAQ) upon request. 

Egmont promotes a continuous improvement approach to supply chain management, acknowledging that not everyone is immediately able to meet our requirements in full. We encourage factories in high-risk countries to address all detected issues and take appropriate actions to correct the issues and prevent them from happening again. However, we have a zero-tolerance approach to the most serious rights abuses, as set out in our minimum compliance standards.

By the end of 2024, we had 242 active factories registered. 212 audits and SAQs were concluded based on Egmont’s country risk assessment and social compliance program. The average of findings (non-material) per audit/SAQ is very low and continues to decrease. We will continue to support our suppliers to improve their compliance through close dialogue, training, and inspiration letters.

Egmont employees - Business Ethics Policy and People Survey

Egmont has a Business Ethics Policy that represents our inter group compliance. We have a training program which includes e-learning for all employees. 95% of new employees have completed the e-learning courses by end of 2024. In addition, Egmont regularly conducts employee surveys addressing, inter alia, working conditions and employee satisfaction. If survey results indicate a need for improvement, appropriate measures are implemented. The latest employee survey took place in April 2024, and the result confirms that Egmont’s engagement remains at a high and satisfactory level, both in terms of the participation rate (88%) in the survey and the overall engagement level (7.9 on a 10-point scale).

Egmont employee handbook is yet an additional tool making clear the actions and behaviors expected of our employees at work and representing Egmont. We strive to maintain the highest standards of employee conduct, engagement, non-discrimination and general ethics across the business.

Planned actions in 2025

Egmont will launch an updated business ethics e-learning and conduct awareness on selected focus areas, including our group whistleblower hotline. We will also update our Group Code of Conduct and ensure implementation both inter group and towards our third parties.

You can read more about Egmont’s work on ethics and sustainability on www.egmont.com.

This statement was approved by Egmont’s board of directors and will be reviewed annually.

Egmont International Holding A/S

Steffen Kragh, President and CEO