At Milestone, we strive to make our products efficient and to optimize them to have a positive social impact and protect the environment. We use our company policies and guidelines to maintain a culture that supports the protection of labor rights, safe working conditions, human rights and prevents corruption.

With our solutions, we optimize for life, not just for profit, as we help to protect people and property. We provide video technology to cities, industries, communities, schools, hospitals, and other institutions to enable them to make sense of video data and as a result, have access to actionable information.

Using our independent IP video platform makes it possible to improve safety and build resilient infrastructures for the common good of citizens in our societies. Our product can be used to secure the safety of many situations and environments, for example, to protect people and supplies of essentials, such as water and electricity. With our software, feeds of video data can be managed and concentrated so people only need to look at what is important to them. This enables them to analyze the past and predict the future and make better decisions. These are important capabilities in creating an intelligent and more responsible society. And that is how we Make the World See. Also, see the description of our business model.

Milestone’s approach to human rights, anti-corruption and bribery is firmly based on our company values and company Behavior Compass. Milestone is a co-author of the Copenhagen Letter a technology declaration to further an open and honest public conversation about the power of technology and how it should enhance the quality of life.

At Milestone, we require our employees, partners, and customers to comply with applicable laws and to respect human rights. We do not accept discrimination, violations of human rights or violations of child labor laws. We respect each individual’s right to a safe working environment.

Milestone remains aware of the many ethical aspects of video surveillance and for many years, Milestone has incorporated human rights language into our licensing terms that, in 2019, was supplemented by the Copenhagen Clause.

Our anti-corruption policy is clearly documented in our code of conduct that we require all employees to sign and comply with. To keep this current, we will provide ongoing training in business ethics as part of the All-hands (company meetings for all employees) program in 2021. This is a continuation of similar training we delivered at the 2020 kickoff sessions, and during the year we maintained a focus on anti-corruption in our dialogue with the site offices. In addition, we require our management and employees to raise their own awareness, and to take action if they observe incidents which, directly or as a result of circumstances, may be seen as unlawful or unethical activities.

Employees and external stakeholders are encouraged to raise any concerns they may have regarding business integrity through a direct email hotline, which for external stakeholders can be found on the Milestone website. This has been communicated to all employees to make sure that they are aware of the process.

Milestone is an international company and diversity is a central part of who we are. We are present in 23 countries and we are close to 70 nationalities globally, with more than 40 nationalities in the Copenhagen office alone. Diversity is not just a question of nationality. To us, diversity equals different perspectives, and different perspectives reflect the world we live in and lead to new, brilliant ideas to help us Make the World See.

To realize our strategic priorities, we rely on our people and their expertise, skills, and diversity. Our People First principle encompasses these values together with our belief that by prioritizing the ongoing development of our people, we safeguard the long-term sustainable growth of our business.

We take pride in challenging our people and creating growth opportunities. Putting People First, we believe that each of us, as individuals and as employees, should have access to personal development and the opportunity to learn and train professionally and grow personally. Some of the ways Milestone meets this obligation are through Milestone internal bootcamps, training programs, and academies.

In 2020, we launched our Grow Together program as a guide to strengthen mental and physical well-being. The program offers tools and opportunities for daily breaks and to focus on body, mind, and spirit. Global volunteering is part of the Grow Together initiative: Milestone gives every employee one day per year to give back to society through voluntary work for a purpose that individual teams define will benefit society.

Read more about Milestone Grow Together here.

Milestone is aware that our business has an impact on the climate as well as the environment, and that to some extent, we can influence this impact. We encourage all employees to become more climate and environmentally conscious in their work processes.

Looking at how we use technology, we believe that smart technology design can minimize adverse effects on the environment, and following this principle, we are working to reduce energy consumption. In this way, we can save costs in security installations, as well as extend the lifespan of the hardware used.

When relevant, we also include environmental protection in our contracts with partners. We require our distributors to comply with local environmental legislation, including theEuropean Union (EU) Battery Directive, the EU Waste Electrical and Electronic Equipment (WEEE) Directive and environmental fees.

To increase the share of renewable energy in the energy mix used by Milestone, we have committed to sourcing some of our operational electricity needs from renewable sources. In a joint project with the property owner at our office in Denmark, solar panels have been installed on the roof of the building. When the project is complete, 14% of the energy that the Milestone Denmark office consumes will be from the local solar production. The rest is green energy from Danish offshore windmills.

We use non-financial KPIs to manage the reporting of working conditions including diversity and equality in the workplace, employee attrition rate and talent recruiting.

Report on the gender distribution in the management, cf. Section 99 b of the Danish Financial Statements.

A diverse workforce brings varied experiences, expertise, ideas, and innovation. To maintain a diverse workforce, we collaborate across Milestone to benefit from knowledge sharing between culturally diverse groups. When recruiting to fill employee positions, we always look for the best candidate. In 2020, when we used consultants and headhunters to help fill vacancies, we continued to ask for diversity in the field of candidates, including in terms of gender.

Following this principle, the composition of the Board of Directors is reviewed on an annual basis. In 2020, there were no changes to the shareholder-elected board members, who are currently all male. Canon Inc. valued the continuity of the board and, consequently new members have not been elected. By 2024, the board aims to have one female candidate for election as shareholder-elected member.

In 2020, Milestone’s senior management at VP-level grew to 33% women and our Director-level grew to 26% women. These results support our aim to ensure that within Milestone, we are fostering a basis for organic growth and development of female talent that includes our management levels, and that women are truly considered in our commitment to make sure we have the best candidate. Going forward, we will continue to ensure that gender diversity is an integrated part of our talent review, leadership development, and recruitment activities formanagement positions.