Novo Nordisk’s Equal Opportunities and Diversity Strategy was launched in January 2009, including the aspiration that within five years all senior management teams must be diverse in terms of gender and nationality.
Developing a diverse organisation at all managerial levels enables the globalisation of the company, reflects our social responsibility, and ensures future business success.
In recruitment, we select the best individual for a particular position while ensuring equal opportunities and non-discrimination as part of our values-based framework.
The foundation of Novo Nordisk's approach to diversity is guided by the United Nations Universal Declaration of Human Rights. People seeking employment with Novo Nordisk, or those already employed with the company, have the right not to be discriminated against because of their background in respect of gender, sexual orientation, age, disability, marital status, religion, colour, race, ethnic origin or political orientation. Novo Nordisk works to ensure equal opportunities with regard to recruitment, conditions at work, remuneration, training and promotion, and termination of employment.
Implementing Diversity at Novo Nordisk
The first phase will focus on fostering gender and nationality diversity in management teams. Currently, 14 of 28 senior management teams include men, women, locals and non-locals. Locals are defined by being having the same nationality from where the team is located, while non-locals are those who do not have the same nationality from where the team is located.
To foster more diversity in the remaining teams, the following actions are being taken:
- Create greater transparency
- Strengthen the peer challenger function
- Require inclusion of men, women, locals and non-locals on succession lists for all key positions
- Offer mentorship and support networks
- Conduct training in diversity and cultural inclusion, also as part of leadership development