Ethics
In alphabetical order:
Ethics with
Accountability & Responsibility
Every employee is responsible for their actions and the consequences they bring. Taking ownership means being honest about mistakes, making ethical choices, and working towards solutions rather than avoiding responsibility. A culture of accountability ensures that trust remains strong within the organisation, as individuals and teams know they can rely on each other to act with integrity. Ethical responsibility also applies to the company as a whole, ensuring that business practices align with legal and moral standards. By fostering accountability, the company builds a foundation of professionalism and credibility.
Embracing Diversity
We believe in a workplace where every individual is valued for their competencies, knowledge, skills, and experiences. We are committed to creating an environment where age, generation, origin, sexuality, religion, disability, gender, ethnicity, or social background are not in focus at all. We recognise that diversity of thought and perspective is essential for driving innovation and fostering stronger teams. By focusing on the unique contributions each employee brings to the company and their team, we create a fair and inclusive environment where talent and potential are the only measures of success.
Fairness & Equity
Decisions must be guided by principles of fairness, ensuring that opportunities, recognition, and treatment are based on merit rather than bias or personal influence. Ethical leadership requires consistency, transparency, and a commitment to just practices in hiring, promotions, and business dealings. Employees and stakeholders should feel secure in knowing that they are evaluated based on objective criteria rather than favouritism. When fairness is embedded in the organisation’s culture, it strengthens trust, collaboration, and long-term success.
Honesty & Transparency
Truthfulness is the cornerstone of ethical business conduct. Employees must communicate openly, ensuring that information is accurate and decisions are made with integrity. Transparency in leadership, corporate policies, and financial matters builds trust with both internal and external stakeholders. Ethical decision-making requires that conflicts of interest are disclosed and that no information is withheld to gain an unfair advantage. A culture of honesty strengthens relationships and contributes to a sustainable and reputable business.
Low-Profile Strength
True influence does not come from seeking the spotlight but from consistently delivering value. The company operates with discretion, allowing results to speak for themselves rather than relying on visibility or recognition. A quiet, steady approach ensures focus on substance over appearance, prioritising meaningful contributions over public attention. By maintaining a low profile, the organisation strengthens its credibility, builds trust through action rather than words, and fosters long-term relationships based on results rather than self-promotion.
Maintaining a Politically Neutral Workplace
We believe in a workplace where professionalism, respect, and collaboration take precedence. Our focus is on our shared goals, the work we do, and the value we create together. We do not engage in political discussions or debates, as we recognise that a politically neutral environment fosters inclusivity, cooperation, and a strong sense of unity. By keeping our workplace free from political influence, we ensure that all employees feel comfortable, respected, and focused on their contributions to the company and their team. Our commitment is to a culture built on mutual respect, where diverse perspectives are valued without the need for political alignment.
Respect & Inclusion
Every individual, regardless of background, role, or perspective, deserves to be treated with dignity and respect. A culture of inclusion values diversity, ensuring that different voices are heard and appreciated. Discrimination, harassment, and exclusionary behaviour have no place in the organisation. An inclusive workplace fosters innovation, collaboration, and engagement, creating an environment where employees feel safe, empowered, and motivated to contribute to shared goals. Mutual respect builds a foundation for ethical and productive relationships.
Sustainability & Social Responsibility
Ethical business practices extend beyond financial success to include environmental and social impact. The company is committed to minimising its ecological footprint, promoting sustainable resource use, and operating in a way that benefits communities. Corporate social responsibility means considering the well-being of employees, customers, and society at large. Ethical leadership requires that decisions are made with future generations in mind, ensuring a responsible approach to growth and development.
For internal and external recruitment, these frameworks apply. All recruitment takes place via the global search and selection company 4selection.com.
Focusing on the businesses we serve and the candidates we assist in part, or who participate in a selection-and/or search process(es), we follow the ethical rules below. We see them as a working tool included in our everyday.
Ethics With Recruitment
Advertising
This step is usually included in all of our selection and research assignments in order to provide clarity to our stance and ensure compliance with applicable laws: “Company views diversity as a strength and encourages everyone to apply for open positions, regardless of age, gender, ethnicity, religion, political affiliation, trade union membership, ethnic origin, health status, or sexual orientation.”
Selection
Company reviews a number of candidates and ranks them internally after determining each candidate’s suitability for the position. We are aware of the potential value of a candidate’s talent in the competition between companies. As a result, we only present candidates who match the client’s requirements. Since Company offers a wide range of applicants, working for a company that is one of Company’s clients does not automatically qualify or exclude one from being considered for a position with another client. Naturally, we adhere to Danish, European, and international law. We also do not collect information or make decisions based on age, gender, ethnicity, religion, political affiliation, trade union membership, ethnic origin, health, or sexual orientation. We think it is crucial to note that we comply with the rules set forth by the Danish Ministry of Gender Equality. For instance, regarding applicants who are pregnant or expecting, “There is no need to ask, as you are not permitted to inquire about pregnancy during a job interview as a starting point.”
Reference Work
References will only be contacted with the prior written consent of the candidate. References received from referees will be communicated to our corporate clients in a final report. We make reference calls to former employers as well as to two of the candidate’s specified confidential colleagues from previous roles. References will only be contacted with the candidate’s prior written consent. In the final report, our corporate client will receive the references provided by the referees. We contact the candidate’s two designated confidential colleagues from prior roles, as well as the individuals the candidate describes as “a dear friend,” in addition to the candidate’s previous employers. Unless the candidate specifically requests it, no references from the candidate’s current employer, place of employment, or firm will be contacted. To avoid unduly burdening the candidate’s references, we will not contact the references gathered during the interviews until the corporate client approves the candidate for presentation. References indicated by the candidate as “a good friend” will not be contacted. No reference from the candidate’s current place of work, current employer, or company will be contacted unless the candidate has clearly requested it. References are gathered only towards the end of the recruitment process, to ensure that the candidate’s references are not unnecessarily burdened.
Psychological Test and Analysis
The use of personality tests and analyses at Company ensures that we provide thorough verbal feedback to the candidate based on the results of psychological tests, which are shared in a concluded verbal format. When the candidate meets with one of our psychologists, our advisor will introduce themselves by name and title and provide business cards. If a candidate wishes to have an additional discussion with the psychologist who provided feedback on the test or analysis, they may do so at no extra cost. The psychological tests and analyses we choose to use have no affiliation with religious organisations, movements, or groups. Naturally, as a minimum, we adhere to the guidelines published by the Danish Psychological Association concerning professional psychological tests and assessments. Additionally, we work differently by using competence, knowledge, and skills cards and engaging in a direct dialogue with the candidate to discuss their level of talent. We place significant focus on the candidate’s response patterns throughout this process. Finally, some opinions regarding the candidate’s talent, which we observe in relation to the role, may also be discussed in dialogue with their references.
National and International Politically Neutral
Company is politically neutral in both national and international policy. We maintain a neutral attitude towards religion and are not members of any organisation or association with a political agenda. We have no affiliation or association with religious movements of any kind. The psychological tests and analyses that we choose to use have no connection to religious organisations, movements, or groups. Company focuses solely on human resource management, selection, and search. In addition to the code of ethics we have mentioned, we also follow a legal initiative that supports our ethical working practices.
Storage and Handling of Confidential Information
Keeping and managing private data: Company holds all information regarding companies, candidates, and individuals in the strictest confidence.
Data Security
Data is stored behind double-locked doors. Hard drives, computers, and physical documents are kept in Rosengren’s Grade 5 safes. Access to the content is restricted to the advisers committed to each case. These safety precautions meet even the most stringent standards that we observe.
Confidentiality
Without the express consent of our corporate clients, private citizens, or businesses, we do not refer to or transfer material. We do not refer anyone to whom we are not authorised. We guarantee that candidates contacting Company will not receive specific information about our business clients.
Consent Form
When a candidate is invited to an interview with Company, they are asked to fill out a consent form. The consent form will be reviewed verbally with the candidate present. The consent form includes elements that are mandatory for the candidate to consent to, as well as optional subjects. The consent form is a confidential statement focused on the information that the candidate receives about the position and the company.
Candidate Data Bank
Candidates may be included in our candidate databank, which allows us to have contact information for the candidate, but this is entirely the candidate’s choice. This decision does not affect their “position” in a selection and/or search process. The website candidatedatabank.com is associated with Company; Company operates the website, which is where we present available jobs and communicate with candidates. On this website, you can find the jobs announced by our clients.
Presentation to the Customer
The best-matching candidate is presented first to the client once the candidate has given their consent and is selected. The presentation is made in writing to the client. It is Company’s responsibility, in accordance with the law and guidelines issued by the Data Inspectorate, to ensure the status of the candidate who has been hired, as well as the candidates who have been presented (the data sent to the customer company), but not employed. The client is obliged to inform Company about this matter.
Candidates Who Withdraw Their Candidacy
Candidates who choose to withdraw their candidature cannot be contacted further. We typically ask for the reason for the withdrawal, as well as whether the candidate would like to be included in our candidate database. The candidate can choose not to comment on this decision, and this will not diminish their reputation in any way, either now or in the future.
Documents Deletion
Retention of candidate data and material after completing the task: Material from candidates who are not employed will be shredded within 8 working days after the task is completed, unless the candidate has become a member of our candidate databank.
Retention of Material After the Tenure at Corporate Customer
If the candidate is presented to the client, we retain the information passed on to our corporate clients for 1 year, in compliance with data laws. Approval for this is included in our consent form.
Approval for Operating a Recruitment Company in Denmark
All our recruitment is made via the global search and selection company 4selection. The company is a registered company in Denmark, with Registered Company number. DK-29741239. Our permission to have a recruitment company governed by Danish and European legislation. Danish Data Protection Agency approval/reg no: 2006-46-0353.