ESG Report

Our Goal: Goodness as a Business Model

Our vision is to contribute to a world where goodness is healthy business.
This means that we believe in long-term, sustainable, and human value – rather than short-term gain.

Our value chain is people – colleagues, customers, and partners. They are the ones we affect the most, and therefore it is also here that we take the most responsibility.

Please read more about our culture and values here if you want to see how we live our words in everyday life.

ESG at Morningtrain

At Morningtrain, we have never done things “just because you have to”. Our approach to ESG is not a question of reporting obligations or smart abbreviations – it is about doing things properly. For us. For each other. And for our surroundings.

On this page we have gathered how we work with Environment, Social (people and culture), and Governance (business ethics and management).
Not because we are perfect – but because we believe it is important to show what we believe in and how we act on it.

We do not have a long ESG report. But we have an attitude and a plan:
To minimize our footprint and maximize our responsibility.

♻️ Environment – Environmental Responsibility

We work in a digital industry – and our primary climate footprint lies in energy consumption, tech, office, and transport. Therefore, we have made an effort to understand, reduce, and compensate for the impact we have.

Here are some of the Initiatives We Have Put in Place:

• In 2021, we entered into a partnership with the international NGO Eden Reforestation Projects, where we support reforestation in Kenya. So far, we have planted over 33,000 trees – and that is our contribution to balancing the footprint we leave.
  
  → The estimate says that it has made us close to CO2-neutral over the period – and we are actually quite proud of that.
  
• Our office uses energy-saving light bulbs, and we have policies for turning off lights and equipment in rooms that are not in use.
• We sort waste, including deposit bottles, with great care.

Our Daily Life is also Designed with the Environment in Mind:

• We offer flexible telecommuting and remote work, which significantly reduces the need for transport.
• Our company cars are electric cars, and we have made a shared car available, which also runs on electricity, thus reducing the use of fossil fuels.
• We are conscious of our use of AI. Not because we are afraid of technology, but because AI consumption is also power consumption. We only use AI in core tasks where it creates real value. You can read about our use of AI here.
• We have a DSB Erhvervsaftale (Danish train company business agreement), which makes it easier for our colleagues to take the train between our two offices in Odense and Copenhagen. We also encourage our colleagues to take the train on this stretch and leave the car behind.
• We offer our colleagues that they can also combine “business and pleasure” if they want longer stays abroad, but at the same time would like to earn some pocket money for the holiday. Therefore, several of our colleagues have worked weeks or months from abroad, where they combine work and experiences – without having to commute to the office.

🤝 Social – the Human Responsibility

Morningtrain is built on people. We believe that a healthy culture starts with trust, responsibility, and genuine interest in each other. We care about well-being and development – both professionally and personally.

Flexibility and Well-Being as Standard

• With us, you do not work fixed hours from 8 AM to 4 PM. You are not measured on whether you sit 37 hours at a screen – but on whether you deliver your tasks and whether you thrive, develop, and make a difference.
• We offer weekly paid sports during working hours, so you do not have to choose between health and work.
• We work with job salary, which gives flexibility and freedom – and space to work where and when it fits into life.
• Our canteen scheme makes it easy to get healthy and good food – even when the day runs away.

Development – Professionally and Humanly

• We invest heavily in upskilling:
  • Internal training courses in e.g. communication (based on anthropological studies)
  • External training in customer service
  • Coaching education where you get the tools to help others by empowering them.
  • Participation in conferences, talks, and fairs
  • Mentoring schemes – both internally and with external mentors, which we also finance
• All colleagues have monthly 1:1 talks with their manager – where we talk about well-being, ambitions, and direction.
• We make concrete career plans, called “work-life-career talks”, where we define goals and actions – and follow up continuously.
• All new colleagues get a mentor at start-up – and onboarding is never left to chance.

Inclusion – without Template

• We do not believe in quotas – we believe in people. You do not get a job with us because of gender, age, or skin color. You get it because you are skilled, passionate, and match our values.
• At the same time, we know that tech is an industry with an overweight of men. Therefore, we actively work to make our brand and site more appealing to women – to attract more who might otherwise choose the industry away.
• We never compromise on culture – we believe in hiring those who believe in community and goodness before ego. Then we will probably teach them the rest.
• We offer our colleagues good maternity conditions with full pay for 11 weeks, and we are proud of the number of colleagues who we are allowed to send on maternity leave. The same conditions apply to women, men, co-mothers, and co-fathers.

And Yes, We also Have Fun

All employees are trained in our feedback method – and we train it continuously. Honest and transparent feedback is important to us, therefore we spent time developing and rolling out a model for it. You can see it here.

We hold monthly events that strengthen community and relationships.
We have created a website where colleagues can easily get an overview of events and sign up – to increase participation in events.
See our event calendar here at Morningevents.

🧭 Governance – Decency in our Structure

Behind the business lies a strong focus on transparency and responsible management.

We believe in openness, transparency, and responsible management – even when no one is watching.

Management with Multiple Voices

• We have previously had an external advisory board and are in the process of establishing a new one. In the meantime, our partner group functions as advisors to management.
• The partner group consists of both owners and junior partners, who are employees without ownership – but with important voices in strategic decisions.
• We have had several director changes since our start in 2010, where we have looked at the necessary competencies that the role required in the upcoming paradigm. Former directors are still active in the organization, so it is about “right person for the job”, not using your power to keep your position.

Transparency in Collaboration

• We work exclusively with time-based prices or products, which are clearly stated in the contracts.
• We provide access to a report on time spent, should a customer request this.
• Everything we code is the customer’s property, provided they have paid the agreed sum.
• We never reuse customer-specific or business-critical code – only generic components, and this is clearly stated in our contracts.

Please read our sales and delivery conditions – they are written without small print.

Data Protection and Ethics

• We have both a data processing agreement and an ISAE 3000 self-audit, which documents our practice and responsibility in data processing.
• We are constantly working to strengthen internal guidelines for ethics, feedback, and collaboration. We have a specific model for giving and receiving feedback. All colleagues are trained in this, and we train it continuously. You can see the model here.
• We have a career model, which is clearly defined and which gives our colleagues a clear understanding of what it takes to get up to the next level – also to advance in salary. We call the model TAJS, and it gives us a salary transparency in the organization based on competencies and not power.