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Diversity and inclusion

Our commitments

At Ørsted, we believe talent is diverse by nature and that our differences accelerate our market success and help us realise our vision. 

On this page

What we expect from our employees
We make meaningful commitments
ØrstedIN
Embedding EDI in the core of our business
40:60 gender ambition

We strive to be an inclusive workplace where you’re respected for who you are, valued for the unique perspectives you bring, and rewarded fairly for what you achieve.  Ørsted wants all employees to have the same opportunities for impact and growth, no matter their age, race, ethnicity, place of birth, gender, sexual orientation or whether they have a disability.

What you’re expected to do


  • Be curious about diversity and inclusion, discuss and advocate for it. Recognize diversity as a strength
  • Be inclusive by contributing to an open-minded and supportive culture in which different perspectives are welcomed and leveraged, and where it’s safe to speak up
  • Seek perspectives from people who are different from you – and consider how you can take their input and use it to become an ally.

We are a global company with employees from around the world. A snapshot of our current employee demographics is below.

We make meaningful commitments

We make our commitments meaningful based on three key values:

Transparency

We’re open and transparent about our progress. That’s why all Ørsted employees have access to employee diversity dashboards for an overview of current and historical data on diversity in Ørsted. We value openness and honesty and encourage our people to speak up and ask questions – even those that are difficult to ask and answer.

We aim to provide employees with the ability to directly engage with our EDI work through progress updates (e.g. town halls) and learning opportunities. Our employees can also continuously broaden their knowledge of EDI through our learning pathway: an interactive overview of all EDI learning resources that includes a leader-specific learning track for our leaders to find inspiration for upskilling their teams and continuously educating themselves on EDI.

Collective action

Our goal is clear: we want to centre fairness and ensure that everyone has a voice and sense of belonging. We want our workforce to reflect the communities we serve. But a chain is no stronger than its weakest link. That’s why we expect all our employees to be an advocate for our EDI values and take action in every way they can. Leaders and employees alike.

That’s the only way we can join forces and take collective action to create a world that runs entirely on green energy.

ØrstedIN: Moving forward, together


ØrstedIN is our employee resource groups, and they play an important part in ushering
a diverse and equitable Ørsted. The groups are led by passionate employees who believe
in creating an inclusive workplace through safe spaces for all identities.

ØrstedIN groups support their own communities, encourage allies to take an active role
in advocacy, lead on educational sessions, and provide guidance on policy and processes.

Disability IN

Our aim is to ensure that Ørsted is disability inclusive and has a working environment that’s fair and understanding of colleagues with disabilities

LGBT+ IN

Our aim is to enable LGBTQ+ people in all regions to thrive, develop, and grow.

Race and Ethnicity IN

We’re passionate about fostering a more inclusive, ethnically diverse, and multicultural Ørsted that represents the many cultures and regions we work in.

Disability IN

Our aim is to ensure that Ørsted is disability inclusive and has a working environment that’s fair and understanding of colleagues with disabilities.

Embedding EDI in the core of our business


To develop the way we lead, equity, diversity, and inclusion (EDI) need to be embedded
in our business strategy and central to all our decisions. That’s why we work with leaders, processes, and policies to bring our vision to life and why we’ve decided to start our journey with a gender representation ambition of 60:40. While this ambition focuses on increasing the representation of women, we also recognise and aim to support other underrepresented gender identities, including trans and non-binary individuals.

Furthermore, we work to think about sustainability as both a social and environmental necessity. Part of this journey is understanding the impacts climate change has on different communities and ensure that no one gets left behind in our mission to create a world that runs on green energy.

Gender representation ambition
​

We’re starting with a special focus on gender diversity, even though our ambition is to include all aspects of diversity. Why? Because it’s a proven driver of business value. And because research indicates that reducing bias in culture, systems, processes, and policies around gender may reduce biases overall to the benefit of other under-represented groups.

We’ve committed to meet specific gender ambitions.

Our ambition is 40 % women and 60 % men across Ørsted by 2030. We’ll track this at three levels: senior director and above; people managers; all employees. Where and when we can, we’ll seek to move farther and faster and go beyond   gender.

This is an ambitious goal. It requires that we attract, recruit, develop, sponsor, engage, and include women at every level and step of the way. It requires us to revisit our culture and leadership values, to ensure they include behaviours that help women and everyone else to thrive. 

Below is a snapshot of how we’re progressing*. We’re on our way to reach our 2030 target, but still need to work hard to ensure that we reach our goals – at all levels.

Highlights

At Ørsted we pay attention to global and local heritage months and events, and support initiatives that allow us to celebrate the different lived experiences of our employees – such as Black History Month, Girls Science Day or celebrating Pride.

Our culture

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