A DIVERSE WORKFORCE IN AN INCLUSIVE CULTURE We understand the importance of having a diverse workforce in terms of gender, age, nationality, educational background and experience. We believe that everyone should have equal opportunities to thrive and realise their full potential, and that diversity is necessary to create the solutions of the future. At the DLG Group, we strive to recruit and hire without prejudice from a qualified and diverse pool of potential candidates. We do this to ensure breadth, engagement and value. Our leaders want to create and lead in a diverse environment that inspires an inclusive culture. To follow up on our employees’ engagement, wellbeing and views on diversity and workplace culture, we conduct an annual employee satisfaction survey, Celsius. SHARE OF WOMEN AT THE DLG GROUP In addition to ensuring continued diversity, we strive to create an inclusive culture. Our overall vision for diversity is that everyone should have the opportunity to feel connec- ted, to engage and develop. We want our employees to know that they can be themselves and that they are part of a community where they can safely realise their full poten- tial on an equal footing with their colleagues. We strive to never discriminate on the basis of gender, age, background, ethnicity or sexual orientation.We aim for at least 30% of all management positions to be held by women. The same objective applies to senior management (VP+ positions). In the category ”Management positions”, the share of women has been slightly increasing over the past few years, amounting to 24% of all managers in 2024, an increase of two percentage points compared to 2023. In the category ”VP+ positions”, we have reached our target percentage-wise, but we are aware that there are parts of the business where we still need to have a strong focus on distribution. Therefore, we will define a new target for the coming years, and, in 2025, we will continue our focus on obtaining a more proportionate gender distribution at all levels. SHARE OF WOMEN IN MANAGEMENT AND VP POSITIONS % 35 30 30 25 22 24 20 20 15 10 5 0 2022 2023 2024 Management positions VP positions We aim for >30% female managers in the categories ”all leaders” and ”VP+ positions” by 2030. AGE DISTRIBUTION Historically, our workforce is very loyal, which is why the proportion of employees with high seniority and age is on the increase. This emphasises the diverse age distribution throughout the Group and also shows that we need to attract and retain new employees while retaining knowledge and employees of multiple generations. In 2024, we have continued to work on our employer branding project to support employee attraction in the future. AGE DISTRIBUTION AMONG EMPLOYEES ≤40 years 36.7% 41-50 years20.1% 51-60 years30.4% 61-70 years12.5% >70 years 0.3% 47 Introduction – Results – Business areas – Introduction to ESG – Environment – Social – Governance – Accounting
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