Danish Leaders’ Recommendations: A Crucial Bridge Between Generations for Climate Leadership

Our Danish member organisation, Lederne, has recently published an interesting report on Climate Leadership, to integrate young voices into corporate decision-making.

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Youth panels consist on innovative groups designed to provide fresh perspectives on sustainability and climate leadership while fostering intergenerational dialogue.

Key Danish organisations like Ørsted, AFRY, and the CIP Foundation are setting examples by establishing such panels, offering valuable insights into their implementation and impact.

Youth panels provide legitimacy, fresh ideas, and strategic clarity to companies

In the case of Ørsted, with a global youth panel aged 18-24, the organisation uses input on community impact and advocacy to shape its sustainability strategy. Members gain skills and engage in direct dialogue with executives.

The engineering company AFRY has an internal panel of over 500 young employees who have contributed to its 1.5°C roadmap and provide feedback on workplace conditions and sustainability goals.

Finally, Danish CIP Foundation‘s advisory board includes 11 members under 30 years old.

Youth Panels: Goals and Expectations

Youth panels aim to engage young people in strategic decision-making, ensuring their concerns and ideas are integrated into corporate strategies.

By doing so, they respond to the growing expectations of younger generations, such as the 55% of Gen Z and 54% of millennials who prioritize a company’s climate practices when choosing employers.

Furthermore, youth panels align with the European Union’s Corporate Sustainability Reporting Directive (CSRD), which mandates companies to engage stakeholders and incorporate their views into sustainability strategies.

The Danish Youth Climate Council and the Danish Association of Managers and Executives – Lederne have outlined the following eight recommendations for creating effective youth panels:

1. Set Clear Goals: Define the panel’s purpose, whether it’s to enhance sustainability strategies, comply with regulations, or bridge generational divides.
2. Avoid Youthwashing: Authenticity is essential. Panels should have real influence, avoiding superficial involvement that only serves public relations.
3. Ensure Diversity: Panels should include a mix of genders, backgrounds, and expertise to capture a wide range of perspectives.
4. Equip Panels for Success: Provide resources, structure, and training to ensure meaningful contributions.
5. Maintain Management Commitment: The success of a youth panel requires buy-in from senior leadership.
6. Consider Compensation: Offering payment or other incentives can enhance participation and equity.
7. Find the Right Structure: Panels can vary in size, composition, and terms of membership, depending on organizational needs.
8. Communicate Realistically: Set clear expectations for what panels can achieve and share their contributions transparently.

The benefits of implementing youth panels are manifold, ranging from innovative ideas and cultural shifts to reduced generational polarization and enhanced stakeholder engagement.

Youth panels can also address other pressing issues, such as diversity, gender equality, and the future of work. With good mentoring by leaders and managers, they have a huge potential to drive comprehensive corporate transformation.

Youth panels offer invaluable experience, management insights, and career growth opportunities for younger people. For companies, they provide legitimacy, fresh ideas, and strategic clarity.

Promoting these models suggested by our Danish members, leaders, and managers in companies will help build bridges across generations and foster collaboration on critical global challenges.