Table 3. Sustainability reports showing... | Emerald Publishing

Table 3.

Sustainability reports showing emotional states and principles

Document	No.	Excerpt
Hapag-Lloyd Sustainability Report	1	“… a constructive working relationship exists between Supervisory Board members and also with the Executive Board that is based on mutual trust.” p. 22
	2	“We aim to dismantle hierarchies, strengthen the feeling of community within the company and promote employee identification with Hapag-Lloyd as an employer.” p. 61
	3	“We identify with the values of diversity and are proud of the fact that more than 14 different nationalities are represented on board internationally.” p. 86
	4	“We feel it is our responsibility to promote talent and to provide employees with attractive prospects.” p. 98
NORDEN Annual Report	5	“NORDEN’s emphasis on DE&I intends to create an environment where employees feel valued and motivated, ultimately driving innovation and decision-making.” p. 57
	6	“NORDEN has a strict non-retaliation policy vital to ensuring that employees feel safe speaking up.” p. 63
	7	“MASH Makes works continuously to ensure that employees enjoy safe, healthy and fair working conditions.” p. 76
	8	“NORDEN promotes a speak-up culture where employees are encouraged to report misconduct without fear of retaliation.” p. 78
TORM Responsibility Report	9	“This concept is about employees feeling safe to express opinions, including concerns and doubts, without fear of punishment or humiliation. Fostering psychological safety is a key ingredient to high-performing teams, as all team members feel comfortable contributing and presenting new ideas.” p. 21
Euronav Sustainability Report	10	“If we were the owner of an asset at the end of its life and there was no alternative but to dismantle the ship, a decision to recycle the vessel may be taken. As an owner of that vessel, we would take full accountability and have a strict audit and inspection regime for approval of the ship recycling facilities we utilise. That is the level of responsibility we aim at achieving. We do not and will not compromise the safety, environmental and human/labour principles where anticorruption and subcontracting visibility are gradually gaining more clarity. These principles govern our way of doing business and building partnerships.” p. 17
Euronav Sustainability Report	11	“Euronav respects the rights and dignity of all seafarers and acknowledges that careers at sea can bear consequences for mental health and wellbeing. We are mindful of this in all aspects of shipping and have established practices that work towards crew care and wellness.” p. 26
Tallink Sustainability Report	12	“It is a great achievement, one our team can be extremely proud of, particularly as it is over and above what we hoped and expected and is a result of a great team effort in finding new technologies, trialling new solutions, testing new waters while we wait for the all-important sustainable maritime fuel of the future.” p. 8 (on exceeding objectives about emission reduction)
Maersk Sustainability Report	13	“The goal is to create a physically and psychologically safe workplace with a strong reporting culture where all colleagues feel safe to speak up.” p. 34
D’ Amico Sustainability Report	14	“d’Amico considers the employee experience as the perception that each employee matures during every occasion of contact with the Company.” p. 31
	15	“Employee experience has its roots in the organisational culture, mindset and values.” p. 31
	16	“One of the HR department’s main goals is to make employees feel valued, respected, and involved with the Company, providing them access to equal opportunities that go beyond legal requirements.” p. 54

Document	No.	Excerpt
Hapag-Lloyd Sustainability Report	1	“… a constructive working relationship exists between Supervisory Board members and also with the Executive Board that is based on mutual trust.” p. 22
	2	“We aim to dismantle hierarchies, strengthen the feeling of community within the company and promote employee identification with Hapag-Lloyd as an employer.” p. 61
	3	“We identify with the values of diversity and are proud of the fact that more than 14 different nationalities are represented on board internationally.” p. 86
	4	“We feel it is our responsibility to promote talent and to provide employees with attractive prospects.” p. 98
NORDEN Annual Report	5	“NORDEN’s emphasis on DE&I intends to create an environment where employees feel valued and motivated, ultimately driving innovation and decision-making.” p. 57
	6	“NORDEN has a strict non-retaliation policy vital to ensuring that employees feel safe speaking up.” p. 63
	7	“MASH Makes works continuously to ensure that employees enjoy safe, healthy and fair working conditions.” p. 76
	8	“NORDEN promotes a speak-up culture where employees are encouraged to report misconduct without fear of retaliation.” p. 78
TORM Responsibility Report	9	“This concept is about employees feeling safe to express opinions, including concerns and doubts, without fear of punishment or humiliation. Fostering psychological safety is a key ingredient to high-performing teams, as all team members feel comfortable contributing and presenting new ideas.” p. 21
Euronav Sustainability Report	10	“If we were the owner of an asset at the end of its life and there was no alternative but to dismantle the ship, a decision to recycle the vessel may be taken. As an owner of that vessel, we would take full accountability and have a strict audit and inspection regime for approval of the ship recycling facilities we utilise. That is the level of responsibility we aim at achieving. We do not and will not compromise the safety, environmental and human/labour principles where anticorruption and subcontracting visibility are gradually gaining more clarity. These principles govern our way of doing business and building partnerships.” p. 17
Euronav Sustainability Report	11	“Euronav respects the rights and dignity of all seafarers and acknowledges that careers at sea can bear consequences for mental health and wellbeing. We are mindful of this in all aspects of shipping and have established practices that work towards crew care and wellness.” p. 26
Tallink Sustainability Report	12	“It is a great achievement, one our team can be extremely proud of, particularly as it is over and above what we hoped and expected and is a result of a great team effort in finding new technologies, trialling new solutions, testing new waters while we wait for the all-important sustainable maritime fuel of the future.” p. 8 (on exceeding objectives about emission reduction)
Maersk Sustainability Report	13	“The goal is to create a physically and psychologically safe workplace with a strong reporting culture where all colleagues feel safe to speak up.” p. 34
D’ Amico Sustainability Report	14	“d’Amico considers the employee experience as the perception that each employee matures during every occasion of contact with the Company.” p. 31
	15	“Employee experience has its roots in the organisational culture, mindset and values.” p. 31
	16	“One of the HR department’s main goals is to make employees feel valued, respected, and involved with the Company, providing them access to equal opportunities that go beyond legal requirements.” p. 54