
Liquidity and financing risks
Our liquidity and financing risks are managed
centrally by the Ørsted Group in accordance
with the defined principles and delegated
authorities laid down by the Board of Direc-
tors of Ørsted A/S, in such a way as to ensure
that we have an adequate capital base and
adequate cash resources at all times. One of
the most important financial management
tasks in the Ørsted Group is to secure suffi-
cient and flexible financial resources in relation
to the Ørsted Group’s day-to-day operations
and investment programme. For this purpose,
internal management objectives have been
established determining required level of fi-
nancial resources, taking into account primar-
ily factors such as the investment programme,
cash flows from operating activities, and the
debt maturity profile. It is the Ørsted Group’s
financing policy to concentrate loans in the
parent company in order to optimise the loan
portfolio on a consolidated basis.
Insurable risks
The Ørsted Group has an extensive facility and
liability insurance programme, while the scope
of consequential loss insurance is very limited.
Also, separate insurance is taken out for cer-
tain large construction projects. The facilities
insurance largely relates to the membership of
the reinsurance company ´Oil Insurance Ltd.´
Through this, assets up to USD 300 million
are insured, with an excess of USD 10 million
per insurance event. With a view to achieving
adequate cover for a number of large assets,
this cover has been supplemented by a
number of supplementary insurance policies
through Lloyd’s of London and others. As part
of the optimisation of its insurance portfolio,
the Ørsted Group has established a captive,
Ørsted Insurance A/S, that is authorised to
carry on insurance business and is subject to
supervision by the Danish Financial Superviso-
ry Authority. Ørsted Insurance A/S is primarily
used to provide insurance cover for facilities
and certain construction projects. For further
details of risk management, reference is made
to note 25.
Environmental, social, and governance
statement (ESG)
We are part of the Ørsted Group, and refer-
ence is consequently made to the Ørsted
Group’s 2020 annual report, which includes
the Group’s statutory ESG report. Further
details on ESG can be found at www.orsted.
com/en/sustainability.
Policies
We would like to unfold the full potential of all
employees and ensure that men and women
have the same opportunities for obtaining
leadership positions. We have a policy on
women in management. We also have targets
for increasing the proportion of women at all
management levels.
To promote Ørsted as a diverse workplace, we
encourage all candidates to apply, regardless
of gender, race, age, and cultural background.
Recruitment processes include required fe-
male representation on shortlists, and recruit-
ers and hiring managers have been trained to
be aware of – and avoid – unconscious bias in
their selection of candidates.
Translation of policies into action
High-potential development programmes
have historically had too few female
participants, and a decision was made to have
30 % females on all the high-potential devel-
opment programmes from professional level
career development to mid-level leadership.
High-potential female candidates are identi-
fied in the annual People Review process and
have a structured dialogue about develop-
ment wishes and possibilities in the following
People Development Dialogue.
For female senior managers, we have initiated
a 'female spotlight initiative' that prepares tal-
ented women for senior leadership positions.
Ørsted has joined the UN Convention on
Discrimination against Women.
Target figures and gender representation at
management level
Due to equal representation of men and wom-
en on the Board of Directors in accordance
with the rules of the Danish Companies Act,
no targets for the share of the underrepresent-
ed gender have been set.
We seek to ensure everyone, regardless of
their demography or location, has equal
opportunity to help deliver our vision. We
have defined our 2023 goals around gender
balance in senior leadership.
To support our gender diversity goals, we
have a 66/34 gender balance among partici-
pants in our 2020 high-potential development
programmes. By 2023, we aim for this balance
to be 60/40. To bring in more diverse talent,
we encourage all candidates to apply, regard-
less of gender, race, age and cultural back-
ground; we have introduced a new format for
our job ads, with the specific aim of making
them more appealing to diverse candidates.
Recruitment processes include an expectation
of diverse shortlists, reduction of bias in inter-
views, and a diverse interview panel.
Achieved results
We have trained managers to reduce uncon-
scious bias during people review meetings
and job interviews, and our senior leaders are
building more diversity in our talent pipelines.
We have also introduced an inclusion index
into our 2020 annual employee satisfaction
survey to help all managers understand the
sense of inclusion in their team. We conducted
an inclusion survey which had a 60 % response
rate and have set a goal of encouraging a
multi-cultural mix at leadership levels globally.
High-potential diverse talents are identified in
the annual People Review process and have
a structured dialogue about development
wishes and possibilities in the following People
Development Dialogue.
Ørsted has joined ‘the UN Convention on the
Elimination of All Forms of Discrimination
against Women’. Description of the results
achieved from the company's efforts to
increase the ratio of the underrepresented
gender. Since 2018, we have progressed from
90/10 (male/female ratio) to 80/20 at senior
leadership levels (Leadership Conference) due
to a focus on gender diversity in promotions
and recruitment at senior levels.
Overview
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ContentsNote summaryØrsted Salg & Service Annual report 2020