At  Coffee Collective, transparency and accountability are key to our approach as a value-based organization. Since 2016, we have tracked social indicators to assess employee well-being, workplace diversity, and overall trust. These include union membership, gender balance, nationalities. Since we in 2019 became B Corp certified we have added parameters we report on as well as when EU and the Danish “Erhvervsstyrelse” have made recommendations for Sustainabilty Reporting for SME’s we expanded the number of parameters we report on.
By collecting and publishing these data, we hold ourselves accountable and identify areas for improvement.
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For us, diversity and balance go hand in hand. Diversity means having employees from different backgrounds with varying levels of experience, while balance ensures that teams include a mix of industry experience, gender representation, and language diversity. Achieving this requires long-term recruitment strategies, thorough job onboarding, clear communication, and well-defined expectations. When employees feel valued and supported, they perform better, trust their employer, and stay with the company longer.
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At Coffee Collective, we believe transparency creates clarity, and that principle is at the core of how we build a sustainable and inclusive workplace.
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Disclaimer: Female and male identification is based on cpr. numbers. We acknowledge that this is not exhaustive, but it is based on the data we have access to. And on our respect for people's privacy in terms of personal gender identity.
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Number of full-time union employees covers employees of who have union-regulated or similar terms in the organization. Full-time employee here is defined as 30-37 hours per week.
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​Wage difference in "white collar positions" reflects negatively on female employee salaries. We have more females in "white collar positions" overall than male, however the males in "white collar positions" overall have higher management roles even as there are less of them. Males in "white collar positions" also have overall a longer maturity (anciennitet) in the company; 7.16 years vs. 4.27 years for females in these roles.
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In the 2025 report we have updated the method of calculating wage differences in "white collar positions" to include founders and CEO wages.
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"White collar positions" are at CC defined as roles above sous chef level. White collar roles incl. Managers, office employees, bar managers, bakery manager, head baker and wholesale assistants. (it does not incl. baristas, bakers, roasters)
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Since barista positions are regulated by union agreement, wage and extras are equal for all.
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Wage related info is taken from a wage report for December 2024.
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​Wage difference between CEO and employee median wage include all staff, excl. reserve staff who work a few hours inconsistently a month.
