
People engagement
Health and safety Organization
Social committee
Our team in numbers and facts
In 2025, we established a Social Committee in InCommodities Europe to further strengthen local engagement and ownership of cultural life at our
Aarhus office. Built on our belief that culture grows strongest from within, the committee gives colleagues a more active role in shaping the social
initiatives that bring us together across teams and business areas. The committee board is made up of eight colleagues and the Social Committee
currently includes more than 150 members.
Notably, 107 colleagues have been with us for three years or more.
By the end of 2025, InCommodities had grown to 310 colleagues, including 93 new joiners. Our team represents 29 nationalities, with a gender
distribution of 81% male and 19% female. Reflecting the specialized nature of our work, 95% of colleagues hold at least a Bachelor's degree, and
73% have earned a Master's degree or higher. The average age is 34, with an age range spanning from 20 to 66 years.
Keeping our team motivated and satisfied is a top priority. In 2025, our average engagement score remained strong at 9.2, consistently
outperforming the global top 5% benchmark of 8.4 in the engagement tool we use. We track engagement through bi-weekly surveys and act quickly
on feedback to maintain momentum and address concerns.
Based on the findings, the HSO implemented targeted initiatives to further strengthen our work environment. In 2025, we also conducted first aid
training, installed new defibrillators, and strengthened our emergency preparedness efforts, including updated safety and awareness videos.
The HSO meets monthly to address topics such as ergonomic practices, indoor climate, and psychological well-being. A biannual Health & Safety
Risk Assessment helps us evaluate our performance across these areas. The latest assessment, conducted in 2024, showed particularly high
satisfaction with workplace autonomy, sense of purpose, and positive team dynamics.
In InCommodities Europe, our Health and Safety Organization (HSO) brings together colleagues from People & Culture, Legal & Market Access,
Technology, and Trading to ensure a safe, healthy, and supportive work environment.
The survey also highlighted areas with room for improvement, including temperature and lighting regulation, noise levels, and physical discomfort
related to screen work. In some cases, these findings led us to raise awareness of existing initiatives; in others, they resulted in the implementation
of new measures. Certain insights required follow-up surveys within teams to gain deeper perspectives and define the right actions.
We received no reports of corruption or bribery in 2025. We will continue to monitor and update our controls in line with our risk assessment and
evolving regulatory requirements.
These risks are addressed through our financial crime policy, which covers bribery, corruption, money laundering, and sanctions. The policy forms
part of the InCommodities Compliance Handbook, developed in 2024, and is supported by counterparty due diligence and sanctions screening. All
colleagues review and acknowledge the policy, and it is embedded in our onboarding processes.
Our key risks in this area relate to counterparty exposure in markets with differing governance standards, as well as interactions with public bodies
and infrastructure operators in connection with market access, licensing, permitting, and cross-border operations.
Our overall risk exposure in this area remains low. However, as our trading footprint expands across regions, including Asia-Pacific, our risk
profile evolves as we engage with more varied governance environments and counterparty profiles.
Our trading activities are conducted in regulated wholesale energy markets, primarily through exchanges, trading venues, and established market
infrastructure counterparties (TSOs, clearing | banks, brokers, and other regulated firms). This structure limits our exposure to bribery and
corruption risks more commonly associated with extractive industries or business models that rely on direct interaction with public officials.
For more on how we support long-term engagement, see the People & Culture section.
Over the course of the year, 29 colleagues left InCommodities. This number includes both those who chose to leave and those with whom we
decided to end cooperation. Retention remains a core focus as we strive to be a competitive and supportive workplace, with ongoing efforts to
accommodate individual needs and ambitions.
While events and activities are voluntary, the committee's role is to serve as a facilitator - gathering ideas, setting direction, and supporting a wide
range of informal gatherings, celebrations, and interest-based events that reflect the diversity of our people. The Social Committee is one of many
ways we support a workplace culture built on involvement, inclusion, and initiative.
A new Health & Safety Risk Assessment will be conducted in 2026 to monitor progress and identify additional improvement areas. These efforts
reflect our ongoing commitment to actively respond to employee feedback and continuously enhance workplace well-being.