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Diversity, Equity and Inclusion

Our ambition is to promote 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. 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.


Diversity 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.


Standing up for LGBTQ+ rights with Brooklyn Brewery

When our brews and our values combine, good things happen.

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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.