Strategic approach
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
Performance
Diversity in the organisation stimulates engagement and innovation. Novo Nordisk puts great emphasis on enhancing opportunities for current and future employees and creating an inclusive environment where individual differences are valued and respected.
Initiatives taken to drive diversity within Novo Nordisk in 2009 are:
Women in management networks
The percentage of women in senior management at Novo Nordisk remains small compared to our overall gender composition. Not merely a challenge in Denmark, attracting, retaining and developing women into management positions can support growth around the globe. To this end, several initiatives have been launched to help Novo Nordisk achieve its goal of greater diversity and inclusion in the workplace.
In 2009 the WINN (Women in Novo Nordisk) initiative expanded to Denmark with the successful launch of HQ WINN network. The event attracted 200+ women managers to a 1½ day event in Copenhagen that included speakers and workshops addressing branding and networking. WINN originates from the US affiliate in Princeton, New Jersey, where similar network events have been held. In both US and at headquarters one outcome has been an energized network of professional women in the company determined to help each other meet the challenges women face in the workplace.
In addition to female talent attraction initiatives, development and promotion are vital to increasing the number of women in management positions. The participation of women managers in the Lighthouse and Greenhouse talent programmes [link to talent development] is one way in which Novo Nordisk seeks to accomplish this goal.
Global Diversity Summit
A summit was convened in Copenhagen in September to examine the progress on diversity with presentations of best practice from the US, Europe, and Denmark. The summit is planned to be held again in 2010.
Culture workshops
Culture workshops are one of the ways to create awareness among the employees of how we interact in an increasingly diverse workplace. In 2009, workshops have been held with more than 500 employees.
Goals
To implement the strategy, we are building accountability and creating relevant goals. In 2010, we will also:
- Further embed diversity into our People process with a focus on talent attraction, training, and leadership development
- Continue to focus on creating diversity and inclusion plans in the affiliates and business areas.