At Pico, we believe that strong results and responsible business practices go hand in hand. That is why we actively work with the environment, employee well-being, and good corporate governance. By measuring our efforts and being transparent about our results, we create a strong foundation for development, collaboration, and long-term value.
Environment and sustainability
Our CO₂e emissions in 2025
In total, we emitted 50.6 tonnes of CO₂e, corresponding to 2.3 tonnes per employee.
The distribution is:
Lunch scheme: 29.8 tonnes
Waste: 0.7 tonnes
Fruit and refreshments: 1.5 tonnes
Transport (to and from work): 11.6 tonnes
Transport (customer meetings): 2.7 tonnes
Heating and water: 2.05 tonnes
Electricity: 2.09 tonnes
IT & equipment: 0.5 tonnes from IT and equipment.
CO₂e is a combined unit of measurement that makes it possible to account for all greenhouse gases collectively.
In the 2025 ESG report, IT equipment accounts for less than in the previous year. We have not needed to make any new purchases, and phased-out equipment has been handled through an internal auction.
Scope 1 – Direct emissions
We previously categorised transport to customer meetings in private cars with mileage reimbursement under Scope 1. Following a review, we have adjusted this practice, as we do not own or control the vehicles.
Going forward, this transport will be included in Scope 3, ensuring that our CO₂ reporting reflects the correct boundaries.
The company has no direct emissions in Scope 1.
Scope 2 & 3 – Indirect emissions in the second and third degrees
Scope 2 accounts for 4.1 tonnes of CO₂e from utilities, with electricity and heating accounting for 98% of the emissions.
Scope 3 accounts for 46.5 tonnes of CO₂e, primarily driven by employee transportation and the lunch scheme.
Social responsibility
Employee well-being
In 2025, Pico had an employee turnover rate of approximately 21%. The year was characterised by a number of deliberate decisions focused on ensuring the right match between people, roles, and our long-term ambitions.
We believe that sustainable organisations require clear expectations and a willingness to take responsibility—even when this involves change. That is why we closely monitor both employee turnover and well-being through key metrics and qualitative insights. At the same time, we actively work with management quality and retention. Our sickness absence rate is 3.43%, which forms an important part of our overall picture of employee well-being.
For us, sustainability is also about making clear choices when necessary.
Our eNPS is +82, reflecting a high degree of loyalty and a workplace that employees strongly recommend.
Diversity and inclusion
Diversity and inclusion are important parts of our organisation. We work purposefully to create a working environment where differences are valued—across gender, educational background, age, and experience. A broad range of perspectives strengthens both the quality of our work and well-being in everyday life.
In 2025, women accounted for 40% and men for 60% of employees. This distribution falls within the framework for balanced gender representation under Danish practice, where neither gender may exceed 60%, and the underrepresented gender must account for at least 40%. This provides a solid foundation for equal opportunities and representation across the organisation.
Gender pay gap
To ensure fair pay distribution, we continuously work to adjust our pay structure. Compensation reflects individual skills and responsibilities, while we also focus on reducing pay differences where appropriate.
The analysis shows minor gender pay differences across roles. Among senior consultants, the difference is approximately 3.85%, with women earning slightly more than men. Among consultants, the difference is approximately 3%, with men earning slightly more than women. The differences are limited and are assessed in relation to experience, role, and the market.
We continue to work towards ensuring a balanced and transparent pay structure across the organisation.
Governance
Gender equality in decision-making
We prioritise a balanced gender distribution on the Board of Directors. This provides a broader range of perspectives and a stronger foundation for decision-making.
CEO pay ratio
Our CEO pay ratio is 1.7. This level reflects a deliberate focus on balance and transparency in our pay structure.
Partnership and responsible financial reporting
We work with audit partners to ensure accurate and transparent reporting. This provides a fair representation of our finances and supports trust in our business.