GRUNDFOS SUSTAINABILITY PROGRESS REPORT 2015 / 13 Danes in executive positions. Our aim is to have 25% female representative in management positions by 2017. In 2015, 20% of managers in Grundfos were female, and we have not progressed as we hoped. We have therefore planned to further integrate diversity into our recruiting process and leadership programmes, to facilitate having a more diverse workforce in Grundfos. Non-Danes in Executive positions made up 41% in 2015. During 2016, we will launch the new People Dashboard, where employees in Grundfos can follow the development of a number of KPI’s, including gender equality and non-Danes in executive positions. With this dashboard, we wish to communicate openly and transparently according to our values, as we believe that by having a transparent approach we can improve diversity in Grundfos. Inclusion Taking care of people with reduced working capabilities has always been part of the Grundfos way to do business. Our founder Poul Due Jensen considered this followed naturally from being part of a community, and his son and successor Niels Due Jensen carried on this great involvement. It is still very important and present today, with workshops for people with reduced capabilities situated around the world. In 2015, 4% of our workforce were people employed on special terms. Grundfos wishes to focus more strongly on employees on special terms, which is why we, in 2015, initiated a process to reassess the scope and definition of this area, and this initiative will continue in 2016. 2013 2014 2015 Female leaders 19 % N/A 4% 20 % N/A 4% 20 % 41 % 4% Non-Danes in key group positions* Employees on special terms *please see Reporting principles on p. 22 for definition and scope
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