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  • Capture our historical carbon footprint
  • Reduce our future carbon footprint
  • Show how to build sustainably
  • Innovate digital products for sustainable living
  • Reduce our product carbon footprint
  • Green our packaging
  • Ensure diversity and an inclusive culture
  • Increase number of women in management positions
  • Employ people with disabilities
  • Strive for zero accidents
  • Provide healthy workspaces
  • Reduce air travel and switch to zero emission cars
  • Achieve zero waste
  • Share sustainable innovations
  • Promote a circular economy

More women in management positions

We have set specific gender balance targets of 40 percent women in senior management positions and 45 percent women in all management positions.

2030 target: Increase number of women in management positions

40% of senior management positions, and 45% of all management positions held by women.


We want to secure a diverse composition of our workforce with a specific diversity target for our senior management teams. Focusing on our senior managers automatically requires us to focus on the diversity of the entire organisation building a strong internal pipeline of diverse people to recruit from and women are a central part of this. Women in management and senior management, combined with our other diversity focus areas (age, nationality and education), are important for securing a diverse and inclusive culture.

Like many other companies, our gender split for management positions is significantly lower than our general gender split. Therefore, as part of our ambition for securing diverse thinking styles in our top management, we have set a specific gender balance target. These targets for more women in management represent part of our efforts to create a more diverse and inclusive culture.  Other diversity and inclusion targets are set for:

 

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 prepare the ground for better decisions and thus drive a high-performance culture. This approach is often referred to as ‘diversity of thought’.

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.