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. We will hold ourselves accountable for progress and measure our maturity through a number of initiatives, such as continuation of our DE&I survey and a triennial DE&I Maturity Assessment which are set out in our roadmap.
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 diversity in all recruitments and promotions, in both the shortlisting and offer stages.
We provide equal access to opportunity and have zero-tolerance for discriminatory behaviors 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 a zero tolerance for harassment and any form of discrimination, with a clear set of consequences for incompliance.
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 programme, and building inclusive leadership through dedicated training for our people leaders.