sustainability-caring-for-people

Caring for people

To create a positive social impact on hearing health for the benefit of people living with hearing loss, we must be a leading employer capable of attracting the brightest minds. Guided by our values, we work to create a culture where our more than 22,000 employees in the 30 countries we are present can belong, grow and contribute.

Demant employs people from all parts of the world with different ethnic background, personality, nationality, age, gender and education, and we strive to treat all employees fairly.

Our people are the most valuable part of our business, and their well-being, safety, engagement and development are fundamental to our success. We want to foster a culture of care and respect with diversity, equity and inclusion as important drivers.

  • icon-gender-balance
    Gender balance in top-level management

    2024 performance
    31/69 (women/men)

    2030 target
    35/65 (women/men)

  • icon-inclusion
    Reach top-third level in employee’s experience of inclusion

    2024 performance
    55th percentile

    2030 target
    67th percentile

  • icon-engagement
    Reach top-third level in employee engagement

    2024 performance
    52th percentile

    2030 target
    67th percentile

  • gender-diversity_round
    We have reached our 2025 target on gender diversity ahead of time and set a new target for 2030
  • erg-groups-round
    We have supported DE&I through different initiatives: leadership training, Copenhagen Pride participation, DE&I week celebration in the US and Employee Resource Groups
  • human-rights-round
    We have carried out our first Group-wide Human Rights Impact Assessment
  • workenvironment-round
    We have launched a new HR policy, which sets standards for a good and developing work environment

Develop our people in a thriving, safe and diverse workplace

deiwithlegs

Attracting and retaining talented employees is only possible if we cultivate their development, engagement and well-being while embracing and fostering inclusion and diversity in our workplaces.

Diversity, equity and inclusion
It is a fundamental right to be who you are, also at work. Demant employs people from all corners of the world with different ethnic background, personality, nationality, age, gender and education. We are committed to treating all employees fairly, creating workplaces that reflect a diverse world where everyone can contribute and belong.

Our ability to embrace the strengths that diversity brings to the table is one of the key roots of our business and diversity, equity and inclusion (DE&I) is a top priority in Demant. We strive to ensure that all our employees have equal opportunities to grow professionally, achieve personal goals and contribute to Demant’s success. Our efforts in this area are guided by our DE&I Policy.

Talent attraction and retention
With the strong focus on innovation and technological development as well as caring for customers and users in the field of hearing healthcare, it is important for Demant to attract, train and retain top talent. By ensuring an inclusive culture that embraces diversity and promotes engagement, we sustain our position as a leading employer in our industry.

We strive to remain an attractive workplace pursuing employee engagement and development as key drivers. Our working culture offer and cultivate a flexible workplace. We also develop different learning and development programmes, including our global graduate programme (Graduate programme), a two-year journey across out entire global organisation. Through our leadership framework and value driven leadership, we strengthen and further develop leadership competences, cultivating great leaders to achieve goals in a sustainable way.

A safe place to work
Working at Demant should be an enjoyable experience, both professionally and personally, and it should be physically and psychologically safe. It is our duty to take good care of our employees by ensuring that our workplaces are operated in a safe and sound manner.

Our commitment to caring for people extends not only to our own employees, but also to workers that we impact indirectly in our value chain. We work to ensure that we have the appropriate processes in place to support the protection of rights.


Driving inclusion forward through our Employee Resource Groups

erg-groups

At Demant, our Employee Resource Groups (ERGs) are central to our commitment to diversity, equity and inclusion (DE&I). These voluntary, employee-led groups unite individuals with common traits, backgrounds or interests and most importantly: shared values and goals.

Our ERGs focus on themes like cultural, racial and ethnic identity, gender and sexual identity, disability and accessibility, generational diversity or support for international employees. They provide safe spaces for employees to connect, share experiences and build community.

Through different initiatives such as celebrating causes, conferences and awareness campaigns, ERGs provide a unique opportunity for underrepresented groups to voice their ideas and perspectives. This ensures that diverse viewpoints are heard at all levels of the organisation.

Participation in ERGs also helps employees develop professional skills such as project management and leadership and expand their networks.
Some example of ERGs groups in Demant are:

  • Women in Demant: This group fosters an inclusive and diverse culture by advancing gender equity. The ERG is particularly focus on women in leadership, women of colour and women in tech.
  • Demant International: Established to create an empowered, supported community of international employees in Demant, this group promotes cross-cultural understanding and awareness.
  • (In)visible (Dis)abilities: Born from the understanding that disabilities come in various forms, some are visible, and others are not as apparent. The group aims to ensure that both current and future employees feel they have a safe workplace where they can be their true self.
Engagement in every Pulse

engagement

As a purpose-driven company, we believe that a continued focus on employee engagement is necessary to ensure the well-being of our people.

We approach employee engagement by recognising the need to harness their full potential while promoting and diverse and inclusive workplace. When people feel truly engaged, they are happier, more innovative and productive. Engagement ignites the path to thriving and those who thrive tend to enable others to thrive as well.

Our global engagement program, Pulse, plays a central role in this effort. Through an annual survey, we gather insights into the engagement levels of individual teams across the organization. The Pulse survey provides valuable information in two ways. First, it helps to assess the effectiveness of our initiatives on well-being, flexibility, inclusion and engagement. Second, it serves as a starting point for developing specific actions to address areas needing special attention.

Managers and team members discuss results and collaborate to address areas needing attention, ensuring continuous improvement throughout the year. Leadership also plays a key role in inspiring and improving employee engagement. Therefore, we continue to enhance leaders’ skills to drive engagement and a culture of inclusion, and we also support the teams that are challenged, while respecting the pace at which changes can be introduced – engagement is something we do every day.

Our engagement score has increased steadily over the years, but we are always seeking new opportunities for further improvement.