
Policies for the underrepresented gender
Target figures and gender representation
at management level
As from 1 January 2023, the rules on gender
targets in section 99b in the Danish Financial
Statements Act was expanded so that com-
panies in scope should put in place gender
targets for other managerial levels (defined
as the executive board and people managers
reporting to the executive board) and prepare
a policy to increase gender diversity, such
policy only to cover the specific legal entity.
The board of directors are constituted by
three members which are represented by
two woman and one man. Due to equal rep-
resentation of men and women on the Board
of Directors in accordance with the rules of
the Danish Companies Act, no targets for the
share of the underrepresented gender have
been set for Ørsted Salg & Services A/S.
Ørsted Salg & Services A/S has an equal
gender balance, as defined as 40:60 by the
Danish Business Authority, in other manage-
rial levels, hence no targets are set here.
Ørsted as a global company has committed
to meeting specific gender ambitions as
40:60 percent gender representation across
Ørsted by 2030.
Description of policy
A Danish diversity and inclusion policy
has been prepared and approved by the
board of directors in November 2022. The
policy is aligned to the Danish appendix
to Ørsted’s global diversity and inclusion
policy and has applied as of 1 January 2023
to all employees employed in Ørsted Salg &
Services A/S.
The policy aims to put into words our com-
mitment to diversity and inclusion, includ-
ing our aspirations, our approach, and our
actions. Ørsted is committed to ensuring an
inclusive workplace where you are respected
for who you are, valued for the unique per-
spectives you bring to the workplace, and
rewarded fairly for what you achieve, while
maintaining a sustainable work life.
Our gender ambitions are high. They require
that we attract, recruit, develop, sponsor,
engage, and include women and everyone
else at every level and step of the way.
Translation of policies into action
To embed diversity, equity, and inclusion at
the core of our approach and global growth,
we continuously work to improve our
organisation’s gender balance, and expand
our diversity efforts and initiatives beyond
gender and our own workforce.
While gender is one dimension of diversity,
for which we have set specific gender bal-
ance targets, we fully recognise that diver-
sity is much wider than this and includes any
identity dimensions that may differentiate
our employees – for example ethnicity, race,
nationality, disability, and sexual orientation,
to name a few – and we take an intersec-
tional approach to biases and barriers for all
employees to feel valued.
Our ambition is i) embedded in our business
strategy and all of our talent decisions,
ii) central to our sustainability agenda
and regulatory requirements, iii) global in
approach and tailored to local needs, iv)
defined broadly around visible and invisible
diversity, and v) informed by data so we act
on evidence and track progress.
We are maturing our organisation’s under-
standing of diversity, equity and inclusion.
More than 1,850 employees in Ørsted
attended live trainings and over 600
completed our dedicated e-learnings on
inclusion. Diversity, equity and Inclusion is
now part of the onboarding program for
every employee, and this year we focused
on upskilling our top management and HR
community as essential drivers for further
progress.
Embracing inclusion requires that we invest
resources in listening in order to understand
how our current and future employees define
inclusion in the workplace. We have made
diversity, equity, and inclusion a part of the
questions asked in our annual employee
engagement survey, People Matter. We are
committed to acting on the results, to ensur-
ing employees feel respected for who they
are, appreciated for their contributions, and
that they have equal access to opportunities
for career advancement.
Through our newly-launched sponsorship
program, our 45 most senior leaders in
Ørsted sponsor at least one woman with
the aim for her to progress to a more senior
leadership position.
We continue to support and mature our
global Ørsted IN inclusion networks with
15 chapters across the world. Our networks
include Gender IN, LGBTQ+ IN, Race and
Ethnicity IN, Disability IN and Veterans IN.
We provide development opportunities, allo-
cate funding and establishing clear commu-
nication lines for feedback to ensure align-
ment with the Diversity, Equity and Inclusion
team. These networks create a place for our
employees to come together and support an
inclusive culture.
Diversity and inclusion must be a natural
element of any recruitment, hiring, or selec-
tion activity in Ørsted. We strive to make this
visible in our job ads, in our selection criteria,
position short listings, and employer brand-
ing activities. We seek to de-bias our job
descriptions, screening, and decision-making
processes.
We are auditing several processes to create
a fairer and more equitable working environ-
ment. Based on employee inputs, we reviewed
and enhanced our ‘Global bullying, discrimi-
nation, and harassment policy’ and process
in 2022.
Statement of policy for data ethics
In pursuance of Section 99d of the Danish
Financial Statements Act, the Company has
omitted information on data ethics.
Reference is made to the Data Ethics state-
ment 2022 for Ørsted A/S:
https://orsted.com/en/who-we-are/
our-organisation/corporate-governance/
data-ethics-report
12
Overview
Ørsted Salg & Service Annual report
2022
Management’s review