
ANNUAL REPORT 2024 – MANAGEMENT’S REVIEW
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In the following paragraphs, Unilabs presents a summary of its Corporate Social Responsibility (CSR) activities and ambitions undertaken in 2024,
serving as the foundation for the development of an ESG strategy and fulfilling the ESG reporting requirements mandatory for the Financial Year
2025. Unilabs Management is fully committed to continuously work towards reducing its environmental footprint from operations, promoting a
socially responsible business culture, and ensuring a sustainable growth path for the company.
Risk Assessment and Policies
Environment and Climate Change: Unilabs’ impact on environmental issues and climate change continued to be assessed by the external Carbon
Footprint Assessment. The outcome, based on 2023-data together with the results from the previous carbon assessment, resulted in a continued
Greenhouse Gas Emissions inventory (GHG Inventory) to strengthen the baseline and to further understand Unilabs’ emissions divided by scope.
Management has assessed that about 7% of emissions were under Unilabs’ operational control (Scope 1 and 2), and 93% are due to all other indirect
emissions, as purchase of goods and services, waste disposal, employee commuting, business travel, among others (Scope 3).
Emissions directly connected to operations, were mainly arising from own facilities, including laboratories, collection centres, and offices and
emissions resulting from the transportation of samples for testing. Further emissions were related to generation of biohazardous waste from
laboratories and those associated with pure water utilization from medical devices. Unilabs is committed to develop and implement a plan that will
reduce the overall footprint over time, aiming for a net-zero impact in the long run. Maintaining a focus on these impacts is critical from a strategic
perspective to ensure sustainable growth and deliver low-carbon products and services to customers.
At the end of 2024, the share of electric cars was 5.3 %, and we plan a significant increase in the next 3 years. Unilabs is preparing the
implementation of renewable electricity starting in 2025. Both initiatives will achieve a significant reduction of scope 1 and 2 GHG emissions under
Unilabs’ control.
Social and Employee Conditions: Unilabs strives to foster an inclusive corporate culture with equal opportunities, sponsoring respect and
appreciation for diversity in a setting where every viewpoint counts. E.g. Unilabs is proud to have gender parity with 60% women and 40% men in
management positions.
Unilabs takes responsibility for employees’ health by adopting controls to reduce occupational risks at the facilities, thereby mitigating the risk of
injuries and cases of illness by:
• Assessing workplace risks and developing action plans to address non-conformities found.
• Providing visibility of injuries and illnesses to the leadership teams, raising awareness of health and safety performance, and
systematically addressing learning from events.
It is important to stress that local laws play a key role in health and safety matters, and one of Unilabs’ primary objectives and priorities is to ensure
local compliance with each respective country’s applicable legislation.
Unilabs continually strives to enhance employee engagement. Key initiatives include:
• Acting upon insights gained from the yearly Global People Survey to enhance overall engagement across the business.
• Enhancing Unilabs’ culture through activities such as organization of local team events and team-building activities.
• Upskill Unilabs employees and job satisfaction with improved processes, organization, and tools enabled by the multi-year system
implementation initiatives in HR, Procurement and Finance. This has been further complimented by offering a curriculum for skills
needed to excel and realize their potential.
• Support senior managers with targeted training and development initiatives that enhance their effectiveness in navigating the
challenges of a fast-paced organization and managing their teams with an approach that focuses on foster close engagement and
growth.
• Continuously improving communication through leadership forums, townhalls and publications.
In 2024, Unilabs introduced in partnership with GoodHabitz an online learning platform for all employees as well as a pilot program for people
managers to strengthen leadership and people management skills to improve engagement. The focus on employee wellbeing and development will
continue in the years to come and progress on engagement will be measured through an annual Global People Survey that is planned to be
conducted in the first half of 2025.
Human Rights: Although Unilabs has not implemented a bespoke Human Rights policy, respect of Human Rights is embedded in our culture and
operations, integrated in our new Code of Business Principles. Management considers the risk in relation to Human Rights low, and therefore to
date no Human rights policy has been implemented.
Anti-corruption: Unilabs has a zero-tolerance towards bribery and corruption. Unilabs has an anti-bribery and anti-corruption policy along with
guidelines that outline the company’s standards of behaviour. Unilabs has enhanced its specific practices to manage conflict of interests, gifts,
hospitality and entertainment, sponsorships and donations and is enhancing guidance around managing the risks related to third parties, including
implementing due diligence checks with business partners and improving record-keeping. Unilabs has developed an internal compliance academy