38
FACTS about corporate social responsibility 2010 Key figures and important GRI indicators for 2010 Unaudited Updated as of 21 March 2011
Facts about corporate social responsibility 2010Key figures and important GRI indicators for 2010
Unaudited Updated as of 21 March 2011
2 >>> Facts about corporate social responsibility 2010
> contents
1. reporting principles
2. responsibility for the reporting and organisation of csr
3. priority areas and governing principles
4. transparency 1. Ethics 2. Economic irregularities 3. Corporate reputation
5. climate and the environment 1. Energy and transportation 2. Waste 3. Procurement and recycling 4. Carbon audit 5. Property management and new headquarters
6. customers and suppliers 1. Customer satisfaction and customer complaints 2. Declaration form for suppliers 3. Credit assessment, including Equator Principles 4. Ethical investments 7. employees 1. Number and geographic distribution
2. HS&E 3. Equal rights 4. Recruitment and termination of employment
5. Training 6. Employee satisfaction
8. contribution to society 1. Value creation 2. Financial support and sponsorship agreements 3. Financial literacy
reportinG principles1
4 >>> Facts about corporate social responsibility 2010
• Reporting period: 1 January–31 December 2010. With respect to employee satisfaction, the results of the survey carried out in February 2011 are also reported.
• The previous reporting was published in March 2010 in the CSR report for 2009 and the annual report for 2009.
• In principle, figures for the entire Group shall be reported. Where this is not possible, the units covered by the figures are specified.
• The reporting is in accordance with the GRI’s G3 guidelines. In the opinion of the company, it qualifies for application level B.
• The choice of reporting variables is based on an internal assessment of materiality and availability. • The GRI index is published on www.dnbnor.no and specifies whether the individual indicators are fully or partially
reported. The reasons for partial reporting can be insufficient data, lack of relevance/materiality for parts of the indicator or business-sensitive aspects.
• The GRI index refers to data in ”Facts about corporate social responsibility 2010”, the Annual Report and Business Review 2010, as well as texts and tables which are available on www.dnbnor.no.
• The information in ”Facts about corporate social responsibility 2010” is unaudited, though the figures have been verified by an external auditor.
> reportinG principles
responsibility For tHe reportinG
anD orGanisation oF csr2
6 >>> Facts about corporate social responsibility 2010
• The editor-in-chief for the reporting is Dag Arne Kristensen, executive vice president, External Relations in DnB NOR.
• The contact person for the reporting is Kristin Voll, senior adviser, Ethical and Environmental Issues
orGanisation oF tHe work on corporate social responsibility
Management assistant
Senior adviser, CSR
Marketing eBusiness External Communication Political Affairs and CEOCommunication
Internal Communication External Relations
Event
Dag ArneKristensen
Hilde Røed (on leave) Kristin Voll Sigrid Røiri
Administration/Business Support
> orGanisation oF tHe work on corporate social responsibility anD reportinG
Senior adviser, Ethical and Environmental Issues
Marketing and communicationstrond bentestuen
priority areas anD GoVerninG principles3
8 >>> Facts about corporate social responsibility 2010
external initiatives:
• Global Compact• UNEP-FI• UN PRI • Equator Principles
training and implementation
• Journey to Ethica• Money laundering course /Too hot to handle• Environmental training
policy documents• Group policy CSR• Code of ethics• Ethical investment guidelines• Declaration regarding the supplier’s corporate
social responsibility• Guidelines for corporate social responsibility in
credit activities • Guidelines for sponsorship• Guidelines for external gifts
Management and control
• Board of Directors’ responsibilities• Compliance• Audit
> GoVerninG principles anD DocuMents
The elements are linked to external websites and information on www.dnbnor.no
9 >>> Facts about corporate social responsibility 2010
transparencyWe are committed to transparency and to maintaining an open dialogue with our stakeholders. All communication to all target groups shall be open, honest and unambiguous.
customers and suppliersThrough discussions with customers, suppliers, partners, borrowers and companies the Group invests in, DnB NOR seeks to find solutions which serve the interests of both people and the environment.
employeesWe need competent and motivated employees with varied expertise and backgrounds in order to reach our targets. The Group therefore seeks to be an attractive workplace with individual development opportunities.
climate and the environmentWe consider climate change to be one of the greatest challenges of our time and seek to find solutions which safeguard the interests of both people and the environment.
contribution to societyDnB NOR supports sporting, cultural and charitable organisations and other non-profit causes with considerable amounts. Through its advisory services and training measures for children and young people, the Groupcontributes to increasing their understanding of personal finances.
> FiVe priority areas
1 4
52
3
10 >>> Facts about corporate social responsibility 2010
> tarGets anD Measures 2010–2014
The table shows targets and measures related to corporate social responsibility for the period 2010–2014 and the status at the end of 2010.
Area Target Deadline Status
POlICy AND SySTEMS> Reward ethical/socially responsible conduct 2010> Have an overview of the risks and opportunities arising from climate change 2013> Ensure equal labour rights throughout the Group 2011
TRANSPARENCy AND ETHICS> Improve DnB NOR’s RepTrak corporate reputation score from 56 to 65 2011> Be open about DnB NOR’s exercise of ownership rights 2011
CUSTOMERS AND SUPPlIERS> Make CSR a more integral part of credit assessments of corporate customers 2010> Ensure socially responsible purchases in connection with DnB NOR’s new headquarters 2012
CONTRIBUTION TO SOCIETy > Increase share of financial support to non-profit causes and research to 15 per cent of the total sponsorship budget 2011
ClIMATE AND THE ENVIRONMENT
> Reduce emissions of greenhouse gases per employee by 20 per cent 1) 2014> Reduce energy consumption per employee by 20 per cent 2013> Reduce surplus waste 2) per employee by 20 per cent 2013> Increase the share of employees in Norway and Sweden who work in eco-lighthouse certified buildings to 60 per cent 2011> Reduce paper consumption per employee by 20 per cent 5) 2013
EMPlOyEES
> Ensure female representation in executive positions above 30 per cent 3) 2011> Reduce sickness absence to below 5 per cent 2010> Increase diversity 2011
> Achieve a score of minimum 75 for the statement: ”I consider DnB NOR to be an attractive workplace” in the employee survey, and be among the three most attractive companies for business students 4) 2010
IMPlEMENTED IN PROGRESS
1) New headquarters will contribute to reducing DnB NOR’s energy consumption and CO2 emissions by 50-60 per cent in Oslo and by 20 per cent for the Group as a whole.2) Waste which is not composted, reused or recycled.3) levels 1–4.4) Universum’s annual survey of Norwegian companies’ attractiveness among business students. 5) Consumption from 2009 to 2010.
transparency4
12 >>> Facts about corporate social responsibility 2010
Journey to ethicaEthical dilemmas are the basis of the ethics programme launched by DnB NOR for all employees in 2009. What should we do when loyalty towards friends and family conflicts with the Group’s notification and confidentiality requirements? What should we say to whom when a colleague seemingly acts contrary to the Group’s internal guidelines?
The ethical dilemmas are presented in an interactive course entitled ”Journey to Ethica”. In addition to the interactive course, the ethics programme consists of a book for all managers on ethical capital and discussions on ethics and ethical dilemmas in each individual unit. The programme is obligatory for all employees. The goal is that all employees in DnB NOR should perceive what an ethical dilemma is, have the courage to act and the language to express their thoughts and choices in such processes.
1) Scale 0-100
2) In 2009, it was obligatory for all employees to complete “Journey to Ethica”. The figure for 2010 shows the number of new employees who completed the course.
> transparency – etHics
Transparency Unit 2010 2009 Target
Score for the statement ”I am familiar with the Group’s code of ethics” in the employee survey Score 1) 84 81 85
Number of new* employees who have completed ”Journey to Ethica” Number 278 n/a 2)
13 >>> Facts about corporate social responsibility 2010
• The Group sent a total of 841 reports to the Norwegian National Authority for Investigation and Prosecution of Economic and Environmental Crime (ØKOKRIM) regarding suspected money laundering in 2010, compared with 704 in 2009.
• Of this, close to 100 matters concerned fraud with so-called D numbers, which the bank issues to persons without Norwegian citizenship or a permanent residence permit. This was a focus area for the bank in 2010, and DnB NOR has informed the authorities that it would prefer that the scheme whereby banks award such numbers, be discontinued.
> transparency – econoMic irreGularities
Transparency Unit 2010 2009 Target
Increase/reduction in the number of reports to the Norwegian National Authority for Investigation and Prosecution of Economic and Environmental Crime (ØKOKRIM) regarding suspected money laundering. % 19 65 n/a
Number of employees attending internal courses/lectures about various types of economic crime Number 1 740 1 652 n/a
Number of employees attending money laundering courses Number 3 843 n/a n/a
14 >>> Facts about corporate social responsibility 2010
• Two of the factors measured in RepTrak’s reputation score are whether the company is regarded as ethically responsible and whether it conducts its business in an honest manner. The Group’s scores have increased in both these areas, by 3 and 2 points, respectively.
• The reputation score is part of the basis for evaluating group management’s performance and thus also part of the basis for group management’s remuneration.
* The scale ranges from 0 to 100. The survey was completed in the fourth quarter of 2010. Operations in Norway only.
> transparency – corporate reputation
Transparency Unit 2010 2009 Target
RepTrak reputation score* Score 67 56.2 65
cliMate anD tHe enVironMent5
16 >>> Facts about corporate social responsibility 2010
• The Group’s internal energy consumption showed a negative trend in 2010. The rise in energy consumption has not been finally analysed, but it is assumed that the increased use of all sources of energy mainly reflects temperature conditions.
• There was a 12 per cent rise in domestic air travel, while international air travel increased by 30 per cent, mainly due to greater activity in the Group compared with 2009.
> cliMate anD tHe enVironMent – enerGy consuMption anD transportation
0.0
20.0
40.0
60.0
80.0
100.0
120.0
Electricity District heating Heating oil Total
Energy consumption*
2010 2009
0
5 000 000
10 000 000
15 000 000
20 000 000
25 000 000
Domestic air travel International air travel Car travel (mileage)
Transportation (kms)
2010 2009
* Operations in Norway only
17 >>> Facts about corporate social responsibility 2010
• The amount of waste increased in 2010, and the overall waste recycling ratio declined by 2 percentage points to 53 per cent. However, the number of recycled material fractions in subsidiaries is increasing, and the recycled quantities of glass, plastic and EE equipment have increased considerably.
> cliMate anD tHe enVironMent – waste
0.0
100.0
200.0
300.0
400.0
500.0
600.0
700.0
Residual waste Paper/ cardboard/waste paper
Glass Metal Plastic Organic waste EE-waste Hazardous waste
Waste*
2010
2009
* Operations in Norway only
18 >>> Facts about corporate social responsibility 2010
• In Norway, the Group* reduced its total paper consumption by 21 per cent and paper consumption per employee by 20 per cent compared with 2009. – 20 000 customers have signed their loan applications electronically – The default setting on all printers is double-sided black and white – Only 5 000 copies of the annual report were printed after is became permissible by law not to distribute the report to all shareholders
• Suppliers of furniture are required to environmentally certify their operations, and their use of recycled materials is regularly monitored
> cliMate anD tHe enVironMent – procureMent anD recyclinG
Climate/environment * Unit 2010 2009 Target
MATERIAlS USED
Paper 1 000 kg 675 859
Paper per employee kg 74.5 93.7 75.0
Furniture (chairs and workstations) 1 000 kg 50.2 28.7
Percentage of recyclable input materials % 43 36
* Operations in Norway only
19 >>> Facts about corporate social responsibility 2010
• In consequence of increases in the Group’s energy consumption, air travel and total residual waste, the Group’s CO2 emissions were higher in 2010 than in 2009*.
• CO2 emissions per employee increased from 2.1 tons to 2.2 tons
> cliMate anD tHe enVironMent – carbon auDit
2 000
4 000
6 000
8 000
10 000
12 000
Carbon audit
2008
2009
2010
Scope 1Car use and fossil fuels for heating
Electricity and district heating
Air travel Waste
Scope 1: Direct emissionsDirect emissions from sources which are owned or controlled by the company, including own cars and vehicles, process emissions and transportation of employees.
Scope 2: Indirect emissionsEmissions from the consumption of purchased energy, mainly electricity and/or district heating.
Scope 3: Indirect emissionsOther indirect emissions. These emissions are a result of the company's activities, but come from sources which are not controlled by the company.
Scope 2 Scope 3
Tons
CO 2
Reporting according to the Greenhouse Gas Protocol
* Operations in Norway only
20 >>> Facts about corporate social responsibility 2010
• In 2010, new environmental requirements concerning the Group’s new headquarters, which are under construction in Bjørvika in Oslo, were prepared. In adddition, a special set of environmental criteria has been introduced for procurement to the new headquarters.
• Vital Eiendom was one of the driving forces behind the establishment of the Norwegian Green Building Council. The com-pany has introduced the environmental classification programme BREEAM, requiring, as a minimum, a ”Very Good” classi-fication (3 of 5 stars) for new property investments. Rehabilitation projects must be classified as ”Excellent” (4 of 5 stars).
> cliMate anD tHe enVironMent – new HeaDquarters anD requireMents to be Met by property inVestMents
breeaMenvironmental requirements, new headquarters• 70 per cent lower energy consumption per employee
- Weighted supplied energy in the buildings should not exceed 120 kWh/m2/year, i.e. energy class B in the EU Energy Perfor-mance of Buildings Directive («low energy buildings»). - Actual energy consumption should be less than 140 kWh/m2/year
• 55 per cent lower greenhouse gas emissions per employee• 50 per cent reduction in paper consumption per employee• 30 per cent reduction in residual waste per employee • Waste-recycling ratio to be increased from 55 to 75 per cent • Environmentally-friendly procurement • Fewer and more environmentally friendly job travel
- 50 per cent reduction in commuting by own car - 10 per cent reduction in business air travel
• low energy consumption, use of local renewable energy sources, a healthy indoor climate with good air quality.
• Sustainable material use, situated at a public transport junction, high recycling ratio of waste and materials, control of emissions and pollution, limited water consumption and leakage protection.
• Flexible buildings with a large number of potential uses and robust solutions with low maintenance requirements.
key requirements for achieving a good environmental ranking:
custoMers anD suppliers6
22 >>> Facts about corporate social responsibility 2010
• Quarterly customer satisfaction surveys are carried out among individual customers and small companies to find out how satisfied they are with the bank, their account officer and other contact points in the bank. The target group in the individual customer segment encompasses customers between the age of 18 and 75 who use DnB NOR actively as their principal bank. 3 000 customers are interviewed each quarter.
• Customer satisfaction showed a continued positive trend through 2010.
• The number of customer complaints was virtualy unchanged from 2009.
20 000
25 000
30 000
35 000
40 000
2010 2009
Antall reklamasjoner og kundeklager behandletav reklamasjonsenheten*
> custoMers anD suppliers – custoMer satisFaction anD custoMer coMplaints
* Operations in Norway only
Number of customer complaints handled by the complaints unit*
23 >>> Facts about corporate social responsibility 2010
• All of DnB NOR’s suppliers are asked to sign a declaration form, committing themselves not to contribute to human or labour rights violations, serious environmental harm or corruption.
• There has been a significant increase in the number of active contracts which include signed declaration forms, which now represent 95 per cent of all contracts.
> custoMers anD suppliers – Declaration ForM For suppliers
0
10
20
30
40
50
60
70
80
90
100
2010 2009
Ethics in the supplier chain
Percentage of active contracts which include signed declaration forms regarding CSR.
24 >>> Facts about corporate social responsibility 2010
• The Group has a diligence matrix which is used by account officers in credit cases to assess customers in order to avoid non-compliance with DnB NOR’s corporate social responsibility policy.
• During 2010, a routine was developed to ensure that it was documented when the Group’s diligence matrix was used when granting credit.
• In 2008, the Group adopted the Equator Principles, a voluntary set of guidelines for managing environmental and social issues in project finance. The principles are incorporated in DnB NOR’s credit guidelines. In line with the Equator Principles’ definition of project finance, new projects with total project costs of more than USD 10 million, as well as upgrades of existing projects where relevant, are encompassed by these principles.
• In 2010, two loan projects were evaluated according to the Equator Principles, both under category B*. Both projects received funding.
* Category B – Projects with potential limited adverse social or environmental impacts that are few in number, generally site-specific, largely reversible and readily addressed through mitigation measures.
> custoMers anD suppliers – creDit actiVities
Projects subject to the Equator Principles in 2010
EQUATOR PRINCIPlE CATEGORyNUMBER OF PROJECTS EVAlUATED ACCORDING TO THE EQUATOR PRINCIPlES
NUMBER OF PROJECTS WHICH RECEIVED FUNDING
A
B* 2 2
C
Total 2 2
25 >>> Facts about corporate social responsibility 2010
• DnB NOR has ethical guidelines to ensure that the Group does not invest in companies involved in the production of to-bacco and/or pornography, anti-personnel mines and cluster weapons, or in companies which develop and produce cen-tral components for use in weapons of mass destruction as a key part of their operations. Weapons of mass destruction are defined as ABC weapons (atomic, biological and chemical). Nor does the Group, through its investment activity, wish to contribute to serious or systematic infringement of human and labour rights, such as forced labour and the worst types of child labour, involving force, illegal operations or health-damaging work. Nor will the Group be involved in grave harm to the environment or serious corruption. DnB NOR’s guidelines for ethical investments are based on the UN Global Compact, the UN Principles for Responsible Investment (PRI) and the OECD’s guidelines for multinational companies.
• In 2010, it was specified that the Group’s ethical guidelines also apply to external suppliers of mutual funds.
• At year-end 2010, 57 companies were excluded from the portfolios due to violations of DnB NOR’s ethical investment guidelines. The table shows the number of companies excluded in each category.
> custoMers anD suppliers – responsible inVestMents
Breach of criterion # of companies
Anti-personnel landmines 1
Cluster weapons 9
Nuclear weapons 11
Pollution 7
labour rights 1
Human rights 5
Pornography 2
Tobacco 21
Total * 57
eMployees7
27 >>> Facts about corporate social responsibility 2010
• Number of employees in the Group as at 31 December 2010: 13 453*
• Number of employees in Norway: 9 063*
> eMployees – nuMber anD Distribution
Geographic distribution of employees
Norway DnB NORD
Poland Sweden
Other European countries Asia and the US
0
5
10
15
20
2010 2009
Type of employment and turnover
Percentage of employees working part-time
Percentage of women working part-time
Percentage of men working part-time
Percentage of temporary employees
Total turnover
* The figure includes all employees excluding employees on leave of absence and long-term sick leave.
A different calculation method has been used than the one applied in note 9 to the accounts.
28 >>> Facts about corporate social responsibility 2010
• The Group aims to reduce sickness absence in Norway to below 5 per cent. DnB NOR implements systematic initiatives to reach the sickness absence target and achieved a level of 4.3 per cent in 2010, down from 5.1 per cent in 2009. In DnB NORD, there was a significant reduction in sickness absence, from 11.6 to 2.3 per cent, partly due to changes in reporting routines.
• Women take more parental leave for sick children than men (3.2 per cent versus 2.6 per cent), though the average number of days on such leave has declined for both groups.
> eMployees – Hs&e
0
2
4
6
8
10
12
14
Sickness absence Norway Sickness absence DnB NORD
Sickness absence*(target < 5%)
2010 2009
0
50
100
150
200
250
Men Women
Parental leave** for sick children (Norway)
2010 2009
* Excluding DnB NOR’s international units.
**Average number of days on leave per employee on such leave.
29 >>> Facts about corporate social responsibility 2010
• The Group aims to have at least 30 per cent female representation at the top four management levels. In 2010, the proportion of women was 27 per cent. However, there was a strong increase in women at management level 2, from 38 to 46 per cent.
• The salary level of women managers is also approaching that of their male colleagues, and the average differential narrowed by 6 percentage points. For the Group as a whole, women’s average salary represents 78 per cent of men’s average salary.
> eMployees – equal riGHts
0 10 20 30 40 50 60 70
2010 2009
% Female representation(target < 30% at levels 1-4)
Total female representation Management level 1
Management level 2 Management level 3
Management level 4 Total levels 1-4
Management level 5 Other employees
Female representationon the Board
50%
100%
2010 2009
Women's salary relative to men's salary (Norway)
Women's salary relative to men's salary – total Management level 2
Management level 3 Management level 4
Other employeesManagement level 5
30 >>> Facts about corporate social responsibility 2010
• The Group achieved its target to be among the three most popular employeers in Universum’s business student study.
• The number of new employees increased by 119 per cent compared with 2009.
• The turnover rate was 9.9 prosent in 2010, down from 10.8 per cent the previous year.
> eMployees – recruitMent anD terMination oF eMployMent
0
50
100
150
200
250
300
350
400
2010 2009
Recruitment of various groups
Men Women <30 years 30–50 years >50 years
60
60.5
61
61.5
62
62.5
2010 2009
Retirement age
Average retirement age Men Women
31 >>> Facts about corporate social responsibility 2010
• DnB NOR uses considerable resources on training its employees. Training costs were estimated to NOK 139.1 million in 2010, including personnel expenses and travel and accommodation expenses.
• This corresponds to an average of NOK 10 342 per employee.
> eMployees – traininG
53%
6%
5%
18%
11%
7%
Courses and training*
Products Organisation and management IT Law Finances Languages, practical training etc.
* Internal courses. In addition, there are a number of external courses and training measures.
32 >>> Facts about corporate social responsibility 2010
• In 2010, the Group achieved its highest employee satisfaction score ever. There was a further improvement in the survey completed in February 2011.
HIGHEST SCORE 2011
• ethics – I am familiar with the DnB NOR Group’s code of ethics (85) – DnB NOR is a group characterised by high ethical standards (81) – Harassment does not occur in our unit (90)
• Ambassador role – Would recommend DnB NOR as a bank and workplace to someone you know (85 and 82, respectively)
• Attractive workplace – Considers DnB NOR to be an attractive workplace (83)
• Job content – I find my tasks meaningful and interesting (81)
• Management – My immediate superior exercises his/her leadership skills in a good manner (79)
lOWEST SCORE 2011
• competence sharing across units – I always know which unit I should contact in the Group to solve tasks in a good way (65) – In our unit, we proactively search for expertise and experience from other parts of the Group (73)
• Management – My immediate superior gives systematic feedback on performance (73)
• open internal communication – DnB NOR is characterised by open internal communication (67)
> eMployees – eMployee satisFaction
70.7 73.7 74.0
2008 2009 2010
72.4
2007
76.6
2011
contribution to society8
34 >>> Facts about corporate social responsibility 2010
• The Group’s impact on the economy extends beyond generating sound profits for its shareholders. The second largest share of the Group’s total value creation represents salaries and social costs for more than 13 000 employees.
• 20 per cent of the valules created are used to purchase goods and services from external suppliers.
• The Group paid a total of more than NOK 9.6 billion in taxes in 2010.
> contribution to society – econoMic stakeHolDer MoDel
23%
20%
18%
7%
11%
21%
Distribution of value creation
Employees (salaries and other social costs)
Consumption of goods and services
Norwegian government (direct and indirect taxes)
Dividends to the Norwegian government
Dividends to other shareholders
Retained in operations
Paid taxes 2010 2009
Norway 8 953 146 666 827
US 323 700 80 580England 120 309 123 061Sweden 108 544 64 565Singapore 81 671 71 546Poland 12 720 16 371luxembourg 11 839 11 401Hong Kong 4 959 –China 1 137 4 010Russia 874 9 342Germany 738 1 588Chile 29 790Denmark 14 0Finland 0 0India 0 –lithuania 0 4 718Estonia 0 774latvia 0 12 953
35 >>> Facts about corporate social responsibility 2010
• DnB NOR donated a total of approximately NOK 120 million to sporting, cultural and other non-profit causes, as well as research in 2010.
• The aim of the DnB NOR Savings Bank Foundation is to continue the traditions pursued by Norwegian savings banks by contributing to charitable causes. The Foundation is the second largest shareholder in DnB NOR, and its charitable dona-tions are made possible mainly due to dividend payments from the Group.
In 2010, the DnB NOR Savings Bank Foundation made donations totalling NOK 139.4 million to charitable causes across Norway. The selected causes were ”cultural activities”, ”urban fun” (spring) and ”the earth and the universe” (autumn). DnB NOR’s local branches play a key role in the donation process.
During 2010, the DnB NOR Savings Bank Foundation bought pictorial art for close to NOK 40 million. Since the Foundation was established, it has purchased works of art for a total of close to NOK 620 million (through its subsidiary Dextra Artes), which are placed and exhibited at Norwegian museums and other places of exhibition.
Through its subsidiary Dextra Musica, the DnB NOR Savings Bank Foundation purchased string instruments for a total of some NOK 13.5 million in 2010. The instruments are lent to Norwegian musicians on a long-term basis. Dextra Musica was established in 2005 and since then has purchased string instruments for a total of just over NOK 165 million.
• In 2010, it was decided to increase the share of financial support allocated to humanitarian/non-profit causes and research. In 2011, this share should be increased to 15 per cent. The share was 13 per cent in 2010, a 3 percentage point increase from 2009.
> contribution to society – Financial support anD sponsorsHip aGreeMents
36 >>> Facts about corporate social responsibility 2010
> contribution to society – Financial support anD sponsorsHip aGreeMents
0
10
20
30
40
50
60
70
80
90
Sports Culture Humanitarian work and other non-profit causes
Research
NOK million Financial support and sponsorship agreements, DnB NOR
2010 2009
37 >>> Facts about corporate social responsibility 2010
• In 2010, DnB NOR arranged an innovation competition organised into seven regional semi-finals and a national final. More than 800 proposals competed for the NOK 1 million Innovation Award.
• By offering financial products and services and personal advisory services, DnB NOR improves its customers’ knowledge of personal finances. In addition, the consumer economist in DnB NOR has her own website, ‘sunnokonomi.no’, where she writes about various topics related to personal finances and answers questions from the readers. Dedicated special-ists in the Group impart their knowledge of economic matters through reports and macroeconomic analyses. local man-agers are also important conveyors of knowledge through the media, lectures, courses and seminars.
• DnB NOR has a teaching programme which meets the syllabus requirements for secondary school pupils. The pupils learn about banking, insurance and property services, as well as the practical aspects of personal finance. Representa-tives from DnB NOR are involved in selected parts of the programme held at Norwegian schools. The programme has been used for several years and is perceived to be a very positive and relationship-building activity in local communi-ties. Two weeks each year, DnB NOR invites school classes to Oslo to spend an informative day learning about banking and finances.
• The Group has a savings club, ‘Fox and Pia’, for children aged between 0 and 13 years. On the website www.foxpia.no, the children can learn about money and savings.
> contribution to society – innoVation anD Financial literacy
38 >>> Facts about corporate social responsibility 2010
• The background for several of the diagrams and tables can be found in the table of key figures for 2010.
• An updated GRI index can be found on our website.
> reFerences to otHer inForMation at www.Dnbnor.no
