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Diverse thinking styles in senior management

By 2030, a maximum of 70 percent of senior management team members have the same education, gender, age group and/or nationality.

2030 target: Ensure diversity and an inclusive culture

Max 70% of senior management team members have same education, gender, age group and/or nationality.


We want to secure a diverse composition of our workforce. That is why we have set a specific diversity target for our senior management. Our leaders play a crucial role when it comes to creating a culture that embraces diversity and inclusion. By focusing on our senior managers, we also focus on the diversity of the entire organisation, building a strong internal pipeline of diverse people to recruit from.  To secure diverse thinking styles in our senior management teams, we focus on four parameters: educational background, gender, age group and/or nationality. We have chosen to focus on these four parameters as we believe they are some of the most important elements of ‘diversity of thought’. 

Fostering creativity and innovation for a diverse and inclusive workforce

Diversity and inclusion are likely to foster a more creative and innovative workforce. By working with people from different backgrounds, experiences and working styles, we get varied perspectives on current practices and can challenge the status quo.

Diverse views are likely to pave the way for better decisions and thus drive a high-performance culture. This approach is often referred to as ‘diversity of thought’. 'Diversity of thoughtis referred to as differences in thinking styles. While there is a lot to be gained from a workforce with different experiences, educational backgrounds and working styles, ‘diversity of thought’ is not a target as such, but a desirable outcome of successful diversity and inclusion efforts.

Creating and maintaining a diverse and inclusive culture is, quite simply, the right thing to do. It’s about creating equal opportunities for everyone and it is in line with our Model Company Objective. With our 2030 goals we continue to protect the interests and well-being of our employees, by promoting a diverse, inclusive, safe and healthy workplace.

Other diversity and inclusion targets are set for:

The difference between diversity and inclusion

Diversity focuses on the makeup of our workforce-demographics (the ‘what’ and the ‘who’) such as gender, nationality, age to name a few, and inclusion is a measure of the culture that enables diversity to thrive (the ‘how’). Diversity is about counting the numbers and creating the foundation, inclusion is about embracing diversity and making the numbers count.  ‘Diversity of thought’ is referred to as differences in thinking styles. It is not a target as such, but a desirable outcome of successful diversity and inclusion efforts.