The report on corporate social responsibility for the Group covers the accounting period January 1 – December 31, 2015
Trifork has a business oriented approach to our corporate social responsibility, and thus, there is a big overlap between our values and associated actions.
Trifork’s core competence is based on highly competent and committed employees, combined with the technological innovation of IT systems. In Trifork, CSR is included in the following focus areas:
- Attracting and developing competence
- Making a difference
- Committed employees
Attracting and developing competence
Trifork must attract and develop competences in system development. Trifork must dare to show the way to new technologies and to give employees the framework required to obtain the unique and setting itself at the centre of knowledge. On the other hand, we have high skill requirement for our employees, and wish to employee the absolute best, who can help retain the very high level of competence in the company.
Actions extending this policy include the following activities:
Trifork has created the conference concept GOTOCON.COM, which organizes conferences in Aarhus, Copenhagen, London, Amsterdam, Prague, San Francisco, New York, Melbourne and Sidney. The conferences attract knowledge and best-practice from all over the world and thus increase the availability of both the right techniques and methods of implementing system development correctly and efficiently. Furthermore, CTO Kresten Krab is a keen blogger on the challenges faced by the industry.
The result of this action is a steadily increasing number of visitors to the conferences and thereby added value for the software industry in the countries, where the conferences take place.
Trifork attracts and develops competence for the company by letting our own software pilots influence the conference program as well as teaching courses, which we offer to our customers and colleagues in the software industry. Trifork employees are very action-oriented and are therefore a big part of creating the innovation and development in the technological field, needed to ensure the magnetism for competence. Every year, the conferences amount to 5 days of concentrated education for our own employees, who have the opportunity of acquiring knowledge from a large proportion of the people and companies who have made a difference worldwide. Another specific action is the holding of “Hackerdays”, where innovation and passion run free.
The results of that action is shown in implemented in employee satisfaction surveys, which score high in commitment, as well as ongoing flow of new product ideas for further processing.
Making a difference
Trifork must contribute to the world becoming a better place to live. In our business areas, Trifork must contribute with actions, which create simplicity and the additional reduction in the unnecessary use of the world’s resources. Since Trifork’s formation in 1996, the communication of experience and knowledge about software development has been the epitome of the business and has therefore influenced the world around us in a positive manner.
Actions in extension of this policy contain contains the following activities:
Trifork contributes with innovation and commitment to national solutions for the healthcare sector, which are designed to improve work conditions for the clinician, in order to reduce the number of medical errors and thereby the financial burden placed on society. The Shared medical Record and the Vaccination Register are two national healthcare solutions, which are the result of the actions of this policy. Likewise, Trifork has focused on the development of the mobile workplace of the clinician, which, with the use of situation specific IT, creates an environment for homecare, nurses or the doctor, which ensures a better treatment of the citizen.
Trifork has initiated several measures which are intended to move the use of the mobile platform for both ordinary people and the industry; this is to reduce the number of power-consuming computers.
Industrially, the power-reduction is in the fact that the mobile phone can be used as an alternative to control panels and thus render demanding control electronics superfluous.
The results are, that we, for instance, have helped several Danish banks to move hundreds of thousands of transactions from the computer to the mobile phone, thereby saving both power and making life easier for a lot of people.
The employees are the most important resource in Trifork, and thus, they are the pivotal point of our CSR activities. The average age is 35.6 and is divided between 81% men and 19 % women.
Trifork must be a workplace with committed employees, executives, customers and suppliers.
Actions in extension of this policy contain the following activities:
Trifork works agilely in largely all work processes. Scrum is the primary method, we apply in Trifork. The method is built upon the fact that the employees are working in self-organizing teams, responsible for the organization and implementation of their own tasks. In this way, the employees are guaranteed important influence on their tasks and have close contact with the sponsor of the task in question.
This method of development is also grounded in the fact that the tasks are broken down into smaller and manageable elements, which in turn are solved and implemented in intensive workflows. The intensity of the method puts a natural limitation to the extension of the periods in which the employees can solve these assignments with high quality and without errors, which again, in turn, helps to avoid stress and burnout. Moreover, the company has implemented a stress response, using stress coaches, who can step in immediately and support the individual employee who may experience problems.
In 2015, the employee’s weekly average work time was 38.6 hours. The average sick leave was 1,5% equalling the 2014 level.
Trifork’s success is dependent on committed and action-oriented employees who can create best value for our customers. Both management and employees in Trifork are responsible for contributing to a constructive dialogue about the passion for work. Management development, reviews, mentoring, “hackerdays” and Geek-Nights are all initiatives to safeguard a high score on Trifork commitment.
The action is measured on the commitment in the ongoing employee surveys, where the latest showed a very satisfactory result. There is an continuous focus on working on activities in several areas which helps to maintain the good results. Thus, we can improve conditions for Trifork employees and thereby retain and develop satisfied, motivated and committed employees.
The result of this action is yet to be measured.
Trifork’s policy is that we wish to support and respect the protection of the internationally proclaimed human rights within the company’s sphere of influence. This is to ensure that the company does not participate in violations of human rights.
Trifork has not been involved in cases or areas, where it could be questioned, whether there had been any human rights violations.