
7
Sustainability
Our core commitment to society is to help
people overcome hearing loss and improve
their quality of life through innovative solu-
tions. Caring for people’s hearing loss goes
hand in hand with caring for the environ-
ment and society, which is why Demant
works with two strategic sustainability pri-
orities: climate impact and diversity, equity
and inclusion.
Climate impact
In H1, total scope 1 and 2 CO2e emissions
amounted to 16,219 tonnes (market-based
emissions), which represents a 3% increase
compared to H1 2023. The increase in our
scope 1 and 2 emissions is mainly related
to new acquisitions in our Hearing Care
business.
For the first time, and in order to provide
more transparency on the mechanisms
that drive our transition to renewable elec-
tricity, we also include location-based
emissions in our reporting, as they do not
take purchased off-site renewable electric-
ity into account. Our total scope 1 and 2
location-based emissions amounted to
16,381 tonnes.
Demant’s renewable electricity share re-
mains stable with a 1 percentage point in-
crease compared to same period last year.
The slight change is due to increased ca-
pacity from onsite renewable electricity
projects already implemented. Demant
aims to reach 50% renewable electricity
in 2025 and 100% by 2030. The transition
to renewable electricity is an important
step towards reducing our scope 1 and 2
CO2e emissions and meeting our commit-
ments to the Science Based Targets initia-
tive. In that context, Demant has commit-
ted to reducing its aggregate scope 1 and
2 market-based emissions by 46% from a
2019 base year.
Diversity, equity and inclusion
In 2022, Demant introduced targets for
gender diversity in top-level management,
and during the last years, we have actively
worked towards improving the gender bal-
ance in the Group. In H1, we reached our
2025 target of having 30% women in top-
level management (VP level and above),
with leadership training and recruitment
initiatives driving the progress. Further-
more, we aim to increase the number of
top-level management teams that have a
diverse gender composition by improving
the balance of the gender composition in
each team. We have already surpassed
our target of having at least 75% of top-
level management teams with a maximum
of 75% of the same gender in 2025. In H1,
81% of teams were on target.
There is also an increase in women among
all managers in Demant. The share of
women and men in management positions
was 49% and 51%, respectively, at the
end of H1.
Following the 2024 annual general meet-
ing where Anja Madsen stepped down
from the Board of Directors, the Board of
Directors will only have four shareholder-
elected members until the next annual
general meeting. Currently, the share-
holder-elected members of the Board con-
sist of one woman and three men. This
gender distribution is considered balanced
for a Board of its size, and according to the
guidance of the Danish Business Authority,
it constitutes an even distribution. The
Board of Directors plans to propose to ex-
pand with a fifth member again at the an-
nual general meeting in 2025 and remains
committed to its stated target of having a
40/60% gender diversity ratio in the Board.
Events after the reporting
period
On 14 August 2024, the Group announced
the conclusion of the review of strategic
options for its Communications business.
Despite EPOS being well-exposed in the
market with leading technology, a robust
go-to-market set-up and a strong brand,
the current loss-making financial condition
of the business was a barrier for reaching
an agreement. Consequently, we have de-
cided to initiate a significant restructuring
plan of the EPOS business, which entails
an intention to rightsize the organisation
and creating a more focused business. The
process will commence immediately, and
following the restructuring, we intend to
carry on with the divestment of EPOS.
There have been no other events that ma-
terially change the assessment of this In-
terim Report 2024 from the balance sheet
date and up to today.
Key sustainability figures by half-year
H1 2024 H1 2023 Change
Scope 1 and 2 CO2e emissions (market
-based)¹,
16,219 15,760 3%
Scope 1 and 2 CO2e emissions (location
-based)¹,
16,381 15,851 3%
Renewable electricity share¹
24% 23% 1 p.p.
H1 2024 FY 2023 Change
Gender diversity, Board of Directors (women/men)²
25/75% 40/60% -15 p.p.
Gender diversity, all managers (women/men)¹
49/51% 48/52% 1 p.p.
-level management
30/70% 29/71% 1 p.p.
-level management teams
81/19% 80/20% 1 p.p.
¹2023 numbers are restated due to the review of the strategic options for Communications and a methodological improvement.
-elected members.