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.
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:
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.