ULTRANAV INTERNATIONAL ANNUAL REPORT 2022 OUR BUSINESS | PAGE 13
CORPORATE GOVERNANCE
The Board of Directors and Executive Management
of Ultranav International ApS are convinced that
efficient and clear division of responsibilities as well
as transparent decision-making processes are
prerequisites of a Group’s long-term value creation.
Ultranav International ApS therefore reviews at
least annually the Group’s corporate governance
practices and principles in accordance with
legislation, customs and recommendations. As part
of this process, the Board and Executive
Management review the Group’s strategy,
organisation, business processes, risks, control
mechanisms and relations with its shareholders,
customers, employees and other stakeholders.
Remuneration of Board of Directors
The Board of Directors has refrained from receiving
any compensation for their work in 2022,
unchanged from 2021. In 2023, likewise, the
members of the Board of Directors intend to refrain
from receiving any compensation for their work. If
the Group’s activities require a temporary, but
extraordinary workload by the Board, a fee may be
authorised. Likewise, the members of the Board
receive no incentive pay for their work on the
Board.
Remuneration of Executive
Management
As of January 2023, Executive Management
comprises of two members who are employed on
contractual terms fixed by the Board of Directors.
The members of Executive Management receive a
competitive remuneration package consisting of a
fixed and variable salary, and benefits such as a
company phone.
Gender composition
Statement on gender composition in management,
cf Danish Financial statements Act, § 99b
Ultranav International ApS reports on gender
composition of its management and applies a policy
stating that gender composition of management
shall reflect the gender balance of society as a
whole – with due regard to the specific conditions
in the shipping business.
In the Ultranav International Group, both genders
are represented in management (Head of area and
higher), however not with equal representation. As
Ultranav International ApS redomiciled to Danish
jurisdiction in late 2022, the Group established
relevant procedures to monitor and evaluate its
ambitions in this area. The aim is to increase the
female representation in the coming years.
Ultranav’s policy states and ensures equal career
opportunities for men and women and is actively
used as a tool for recruiting and working with both
genders, and equality in general. In the recruiting
processes, it is the target to have both genders
presented in the final stage of selection.
With regards to the composition of Board of
Directors, a target was set in 2022 to appoint at
least one female member within four years from
setting this ambition, which is by the end of 2026.
For now, no female member is appointed to the
Board of Directors, primarily caused by the female
representation in the shipping industry in general,
but we will continue to work towards reaching this
ambition before the end of 2026.
The Board of Directors comprises of four male
members at the end of 2022.
Data ethics
In Ultranav, we use and process data with the
overall purpose of creating value for our customers,
partners, employees and society.
Ultranav only does business with B2B customers
and therefore, to a limited extend, collects and
processes sensitive data. Ultranav also uses data to
innovate our business and to optimise the vessels’
performance to secure a lower impact on the
environment. All the information we receive related
to customers, partners and employees is treated in
a safe manner ensuring transparency, responsibility
and security.