sustainability-caring-for-people

Every day, across the world, more than 22,000 people across Demant work to fulfill our commitment to society and make a difference for people living with hearing loss. 

Our people are the most valuable part of our business, and their well-being, safety, engagement and development are fundamental to our success. Guided by our values, we want to create a culture where everyone can belong, grow and be treated fairly.

We believe in the strong link between high employee engagement and experience of inclusion and a successful and responsible business. This is one of our core responsibilities as an employer, and this is reflected in our targets.

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Gender balance in top-level management

2030 target
35/65 (women/men)

2024 performance
31/69 (women/men)

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

2030 target
67th percentile

2024 performance
55th percentile

icon-engagement
Reach top-third level in employee engagement

2030 target
67th percentile

2024 performance
52th percentile

gender-diversity_round
We have reached our 2025 target on gender diversity ahead of time and set a new target for 2030
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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

A thriving, diverse and safe workplace

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We believe that working with diversity, equity and inclusion (DE&I) boosts our performance, improves our leadership and innovation skills, maintains high customer satisfaction and supports our efforts to attract and retain talented minds.

Be who you are
It is a fundamental right to be who you are, also at work. And it is key to our business that we are able to embrace the strengths that our diverse workforce entails. In doing so, DE&I are important drivers and a top priority in Demant.

Our efforts are guided by our Policy on Diversity, Equity and Inclusion, which applies to all employees.

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.


Inclusion through Employee Resource Groups

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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 examples of ERGs 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

We believe that a continued focus on employee engagement is necessary to ensure the well-being of our employees.

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 organisation. 

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 and we work with two targets (see top of page) to sustain and support this development.