
our continued strong financial disclosure in our management
review.
When looking at efficiency, measured as energy and water
consumed as well as CO
2
emitted per produced unit, perfor-
mance is still impacted by our temporary switch from natural
gas to oil. Oil contains less calories compared to gas, resulting
in both higher energy consumption and an increase in CO
2
emissions. Efficiency is also affected by acquisitions, however,
Hansa Borg and Amsterdam Brewery are progressing on
efficiency projects, and we expect improvements as these
projects become fully implemented. On water consumption,
we see improved efficiency (organic and inorganic), which is
primarily driven by a change in product mix.
As our company grows steadily, the need for bringing forward
talents for critical positions is a continuous focus, leading to a
series of internal and external initiatives throughout the year
so far. Initiatives to optimize internal succession and develop-
ment have also been initiated. Employee turnover decreased
from 8.7% in H1 2022 to 8.4% in H1 2023, which helps in this
process.
The lost time incident frequency has, unfortunately, increased
in H1 2023 compared to H1 2022 and FY2022, from 8.1 in H1
2022 to 13.4 lost time incidents per 1 million working hours in
H1 2023. Despite being a clear focus area with high priority
the total number of LTIs has doubled (21 in H1 22 vs 42 in H1
23) primarily driven by production in Denmark. Consequently,
the Danish management is now directly involved in safety
walks (with a higher frequency) and incident investigations,
including root-cause assessment and implementation of
preventive measures.
We continue our journey toward becoming 100% CO
2
emission free at our production sites in 2025. To reach this
target, we have established decarbonization roadmaps
with specific actions in all our markets. In June, we reached
important milestones as we inaugurated two major facili-
ties to enable decarbonization. In Lahti, Finland, with a 100%
circular mindset, we have converted from fossil-based gas
to bio-based gas thanks to a new biogas plant that utilizes
our by-product, spent grain, and converts it into biogas. In
Denmark, we inaugurated our own solar park, which on sunny
days will make us self-sufficient in electricity at our Faxe
production facility. Solar panels are up and running in Italy at
our Crodo production facility and well under way in even more
markets. In addition, all markets have projects to decarbonize
– mainly converting natural gas to either biomass-based gas
or electrical boilers. The changes we see in the geopolitical
situation support and accelerate our efforts to decarbonize.
In December 2022, we submitted our climate targets to the
Science Based Target initiative (SBTi). We expect to get the
first feed-back from SBTi in August 2023. The two targets we
have set for decarbonization for 2025 and 2030 are aligned
with the requirements for limiting global temperature rise to
1.5°C as agreed in the 2015 Paris Accord. However, we have
stepped up on our ambition for scope 3 and added a target of
50% reduction in absolute CO
2
emissions from scope 3 alone
in 2030 compared to 2019 baseline.
By engaging with our suppliers, we believe to be equipped to
reach the goal of reducing the supply chain emissions by 50%
by 2030. The recent agreement to acquire the production
facility in San Giorgio de Nogaro, Italy, from Birra Castello is
also supporting our sustainability strategy, as it will reduce
our CO
2
footprint significantly by reducing the transporta-
tion needs for products sold in Italy and other international
markets.
Furthermore, Royal Unibrew’s goal to provide 100% recycled,
recyclable or reusable packaging in 2025 has been addressed
by introducing cardboard solutions in our packaging systems,
for example, as for our new filling line for cans in Italy that
enables substitution, or even elimination, of plastics.
Launch of long-term incentive plan for
executive management and key employees
In May 2023, Royal Unibrew launched a new share based
long-term incentive plan (LTIP) for selected key employees
for 2023.
The LTIP implies the grant of a number of performance share
units (PSU) to each key employee and are granted in 2023 for
vesting in 2026 depending on the company’s performance in
2023 to 2025.
The KPIs used for executive management in the program are
(a) organic EBIT achieved in 2025; (b) accumulated free cash
flow for the years 2023 to 2025; (c) CSR rating at the end of
2025 relative to a beverage peer group and (d) share price
development to the end of 2025.
Please find more information in company announcement no
18/2023, May 9, 2023.
ROYAL UNIBREW Interim report for January 1 - June 30, 2023 8