To our stakeholders: We are pleased to reaffirm Hansen & Ersbøll Agenda’s (HEA) continued support of the Ten Principles of the United Nations Global Compact in the areas of Human Rights, Labour, Environment and Anti-Corruption. In this annual Communication on Progress, we describe our actions to continually improve the integration of the Ten Principles and the UN 2030 Agenda into our business strategy, culture and daily operations. We also commit to sharing this information with our stakeholders using our primary channels of communication.
As a small consultancy, we recognize that our ability to create large scale impact is limited if we only focus on ourselves. Therefore, we are determined to create measurable impact through our clients’ activities, by ensuring that they work with – and for – the environment and society in a transformational way that brings about positive change. By working in-depth with our clients’ core business operations, their stakeholder engagement and the way they track their impact, we hope that our small group of dedicated people can have a big and positive effect on planet and people.
Finally, we would like to express our thanks to our team, our courageous clients and partners who share our vision of the need for urgent and enduring transformational sustainable change.
Sincerely yours, Lotte Hansen and Charlotte Ersbøll

At HEA we are working determinedly to elevate our client’s knowledge of the ‘societal SDG’s’, and take the necessary steps to ensure that Human Rights are protected and supported as an integral part of corporate purpose, strategy and operations. As a sustainable change consulting company, we believe we can have the greatest impact by having an indepth understanding of the Guiding Principles on Business and Human Rights and how they translate into the current geopolitical, climate-related and societal context. Therefore, we have set the ambition that by 2025:
- A minimum of 50% of our clients have at least 1-2 human rights impact goals, that relate to their core business and most salient human rights issues across their value chain.
- A minimum of 30% of our clients have internal and external policies or rules of engagement for their work with the ‘Societal SDG’s’, and that these are represented in their sustainability reports

In time, we wish to add to our clients work, by working towards:
- Legally ensuring that all our clients agree to observe the Guiding Principles of Business and Human Rights, by writing this into our collaboration agreements

To measure human rights, labour rights and anti-corruption internally, we will:
- Create an internal risk assessment and gap-analysis for 2022
- Conduct a Work Place Health and Safety Assessment in 2022 (APV)
- Identify our most salient human rights, labour and anti-corruption focus areas that we should address and track over time.

As a signatory to the UN Global Compact, HEA is committed to conforming to all aspects of the UN Guiding Principles on Business and Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work. HEA respects and abides by Danish labour law in the way we provide employee contracts, benefits and time off, and we support freedom of association. HEA employment contracts include company-employee paid pension and five weeks of paid holiday. Regardless of their gender, all our employees have equal opportunities for paid parental leave. HEA’s raw material is our people, and HEA strives to create a healthy and safe working environment which allows for work-life balance and where diversity is a strength. HEA has an enduring track record for providing internships, and we strive to ensure the optimal conditions for interns to balance between work, study and free time.
At HEA we are working determinedly to elevate our client’s knowledge of the ‘Social SDG’s’, recognizing the importance of employee engagement, rights, health and wellbeing, also in the supply chain. Therefore, we have the ambition that by 2025:
- A minimum of 50% of our clients have at least 1-2 labour rights impact goals, that relate to their core business and most salient labour rights issues also extending into the supply chain.
- A minimum of 30% of our clients have internal and external policies or rules of engagement for their work with the ‘Social SDG’s’, and that these are represented in their sustainability reports.

In time, we wish to add to our clients work, by working towards:
- Legally ensuring that all our clients agree to observe the ILO Declaration on Fundamental Principles and Rights at Work, by writing this into our collaboration agreements

To measure human rights, labour rights and anti-corruption internally, we will:
- Create an internal risk assessment and gap-analysis for 2022
- Conduct a Work Place Health and Safety Assessment in 2022 (APV)
- Identify our most salient human rights, labour and anti-corruption focus areas that we should address and track over time.
To measure human rights, labour rights and anti-corruption amongst our clients we will:
- Update our client, vendor and business partner contracts and track number of entered contracts towards 100% coverage.

Noting that our largest impact on the environment happens through the activities of our clients, we are determined to help them reduce their CO2e emissions in accordance with the Science Based Target initiative (SBTi) or similar data-driven standards. It is our ambition that by 2025 all our clients are measuring and working with their CO2e impact.
In addition, we actively work to reduce the negative environmental impact from our daily activities. Therefore, by the end of 2025 we have decided to:
1. Ensure that 100% of our office lunches and meals are vegetarian, for both employees and guests.
2. Always strive to choose the most climate-friendly means of transport for business related meetings and activities.
3. To reduce our online server storage by 50%.
4. To explore ways in which each employee can half their personal CO2e footprint compared to the level in 2022

In addition to our ongoing efforts and the impact we seek to have through our clients, we have started a dialogue with our office space provider to help them reduce their own CO2 emissions, ensure more material in the office is reduced, reused, and recycled, and to combat food waste in the in-house restaurant. We hope that these efforts will help reduce our scope 2 and 3 emissions in the future.

To measure our direct environmental impact incl. our office space supplier we will:
- Develop a scope 1 and 2 assessment for 2022 with a view to setting reduction targets
- Track our online server usage
To measure our indirect environmental impact in scope 3 – upstream and downstream – we will:
- Develop a Scope 3 assessment incl number of clients that have committet to SBTi or similar science-based standards for CO2e emissions (downstream).

In our fight against anti bribery and corruption (ABC), HEA is actively trying to foster an environment where concerns about possible bribery and corruption can come to light in a secure way. Coupled with this, HEA strives to maintain a high level of transparency about our collaborators and how we work together with them.

In time, our work with working against corruption will include:
- The integration anti-corruption principles and business ethics into our contracts with clients, vendors and business partners.

To measure human rights, labour rights and anti-corruption internally, we will:
- Create an internal risk assessment and gap-analysis for 2022
- Conduct a Work Place Health and Safety Assessment in 2022 (APV)
- Identify our most salient human rights, labour and anti-corruption focus areas that we should address and track over time.
To measure human rights, labour rights and anti-corruption amongst our clients we will:
- Update our client, vendor and business partner contracts and track number of entered contracts towards 100% coverage.