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Diversity, Equity and Inclusion

Our commitment to nurture Diversity, Equity & Inclusion

 

Our DE&I agenda is leader-owned and part of our Leadership Expectations
For Carlsberg DE&I is a business priority, not a compliance necessity. As we continue on our DE&I journey, we will hold ourselves accountable by asking our people how we are doing through regular DE&I employee surveys and by measuring our maturity against industry peers.

Diversity in our workforce is a prerequisite for harvesting diverse experiences and perspectives
We believe that getting the gender balance right will pave the way for more diverse representation, and we set time-bound targets for the share of women in senior leadership roles. Our target is to reach a share of 30% women in senior leadership roles overall by the end of 2024, and a minimum of 40% over time. We require diverse candidate pools in all recruitment and promotions, in both the shortlisting and offer stages.

We provide equal access to opportunity and have zero-tolerance for discriminatory behaviours and harassments
A diverse and inclusive environment creates a sense of belonging among employees and a trust in our culture. The actions we take in connection with equity are important and send strong signals of our genuine commitment to DE&I. This means creating consistent, fair, and transparent policies and practices, and zero tolerance for harassment and any form of discrimination, with a clear set of consequences for incompliance.

In 2023 we reinforced this commitment with mandatory Preventing Sexual Harassment training delivered to all colleagues globally.

Inclusive leadership behaviors are the foundation for an inclusive culture and a global mindset
Leaders are at the core of our culture – driving and role modelling inclusive behavior. We are embedding inclusive leadership as a core trait in our Leadership Capability programmes and are delivering dedicated ‘Unconscious Bias’ and ‘Leading Inclusively’ training for our people leaders.

 

Commitment in our Supervisory Board

 Diversity is of high priority for the Supervisory Board, and it has laid down the following specific objectives in relation to international experience and gender:

  • With regard to international experience, the objective is that 50% or more of the Supervisory Board members elected by the General Meeting should have substantial international experience from managing large corporations or institutions. The Supervisory Board fulfils the objective regarding international experience.
  • With regard to gender, the target is for the underrepresented gender to account for at least 40% of the Supervisory Board members elected by the General Meeting.

 

Our Diversity, Equity & Inclusion Leaders

Our DE&I commitment is leader-owned and embedded across the business in its entirety.

Since 2020, our diversity, equity and inclusion commitments have been guided and governed by the Diversity, Equity & Inclusion Council. The Council is made up of eight senior leaders from across the business and across our three regions of operation. The Council is tasked with supporting key initiatives within the strategic DE&I program, as well as promoting and nurturing the DE&I culture in their specific business areas and turning policy into practice. Our regions also have active DE&I communities that meet every three months to exchange best practices across markets.

 

Our commitment to gender

We are committed to gender equality. Brewing is a historically male-dominated industry, and we feel a significant responsibility to advance our commitment to gender equity and women’s empowerment at Carlsberg. We believe that getting the gender balance right will pave the way for more diverse representation, and we set time-bound targets for the share of women in senior leadership roles, Our target is to reach a share of 30% women in senior leadership roles overall by the end of 2024, and a minimum of 40% over time.

We are committed to the UN Womens Empowerment Principles and we undertake regular gender equality self-assessments, including those on equal pay for equal work, and our DE&I maturity assessment.

Our Code of Conduct, Human Rights Policy and Diversity and Inclusion Policy reinforce our stance on gender equity and equality of opportunity and provide clear guidance for all employees on our zero tolerance approach to discrimination or harassment of any kind. In 2023 we introduced Mandatory Preventing Sexual Harassment training for all employees globally to reinforce our commitment for a safe and inclusive workplace for all.

We encourage any employee who is concerned that our policies may have been breached to raise their concerns with their manager or their compliance or HR representative – or anonymously via our third-party Speak Up platforms.

DIVERSITY, EQUITY & INCLUSION IN ACTION

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Human Rights

Human Rights

At Carlsberg Group, respect for people is an essential part of how we do business. As a signatory of the UN Global Compact, we are committed to its 10 principles, which include human rights, and we are also committed to the UN Guiding Principles on Business and Human Rights (UNGP) and conduct continuous due diligence against its criteria.

Living by our Compass

Living by our Compass

Live by our Compass is our approach to create a winning culture by defining common ethical behaviour that applies to all our employees.

Community Engagement

Community Engagement

As a company, we influence consumer decisions and behaviours, and we work with suppliers, customers and partner organisations in wider ESG and philanthropic initiatives that impact consumer and community members' lives.