Human Resources

Employees
Employees are CPH’s most important resource, and CPH wishes to continue to attract the best employees. CPH wants to be an attractive place to work with committed, responsible and ambitious employees. The employees are therefore included in the collaboration on the corporate values and health and safety at work. The social responsibility of the corporate staff policy is based, on CPH’s values: “customer focus, respect, accountability and value creation.

These values were defined in 2008 in an interaction between management and the employees. In 2009, CPH’s various departments continued this work by applying the values in their day-to-day activities, both in relation to what the values mean specifically for the individual departments, cutting across the organisation, and in relation to external business partners and customers. Following the gradual implementation in the entire organisation, the corporate values have now become the common framework for the CPH corporate culture.

Health and safety at work
To achieve the best possible working environment for the more than 22,000 people who work at Copenhagen Airport, a project was started up in 2009 to test and monitor the air quality in the apron areas. The air quality is measured between pier A and B, which gives CPH a picture of the air quality from a health and safety at work perspective.

The testing project is part of the work of a cross-cutting steering group, Luftkvalitet Apron (“Air Quality Apron”), which works together with the 3F trade union across all the companies operating at the airport to give priority to and implement initiatives to improve air quality. The steering group was set up in 2007 on the initiative of CPH. The measuring project is run by the Danish National Environmental Research Institute (NERI).

The Air Quality Apron project includes the provision of advisory services regarding environmentally friendly handling equipment, so-called “green equipment” – electrically powered, if possible. The requirements to “green equipment” are defined by the steering group, who can also tighten them if necessary. The percentage of green equipment is increasing. In early 2008, 47% of all equipment was green, whereas the latest registration in April 2009 showed that approximately 60% of all equipment used airside could be classified as green equipment. CPH’s stop-the-engine campaign also put focus on air quality at the airport in 2009.

CPH also tests the air quality at the perimeter fence in order to assess the airport’s impact on neighbouring areas. The testing is also handled by NERI in this case, and the test data can now be followed online on NERI’s website at www.dmu.dk.

Development and well-being
In addition to the corporate values forming the basis for the corporate culture and the staff policies, CPH also sees a social responsibility in relation to employee development and employee satisfaction. Management development is also given high priority as the strategy and vision is implemented through the day-to-day management of activities. Free health insurance, fitness facilities and healthy food in the staff canteen are some of the things CPH uses to help promote a healthy lifestyle among its employees. The section “Employees” on page 37-39 contains a report on CPH’s focus on these matters.

In-house energy-saving measures
In order to promote environmental, energy and climate activities, CPH has taken a number of initiatives aimed at involving the staff in the development of ideas on how CPH can best reduce its energy consumption. One of the  initiatives was to put up so-called “environmental trees” in the staff canteens in 2009 and encouraging employees to post resource-saving ideas on them. Moreover a “climate quiz” was held during the year, in which CPH staff was asked to answer climate-related questions and had the chance to win environmentally compatible prizes. With these initiatives, CPH achieves a greater degree of employee involvement in the activities on its way towards becoming a greener airport.