sustainability-caring-for-people

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.

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

    2030 target
    35/65 (women/men)

    2024 performance
    31/69 (women/men)

  • icon-inclusion
    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
  • 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

Our ambition is reflected in our targets and in various projects and initiatives, such as the following cases illustrate.

An inclusive, safe and thriving workplace

deiwithlegs

The fundamentals of diversity, equity and inclusion (DEI) aligns entirely with our company values and working with these concepts is a no-brainer to us. DEI boosts company performance, improves leadership and innovation skills, it plays a role in maintaining high customer satisfaction and in our efforts to attract and retain talented minds. All in all, it help ensure Demant’s position as a leading employer in our industry. 

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

It is a fundamental right to be who you are, also at work, and working at Demant should be an enjoyable experience, both professionally and personally. It is our greatest responsibility as an employer to take good care of the people we employ 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, and we work to ensure that we have the appropriate processes in place to support the protection of rights.

To make sure that we attract, train and retain top talent, we work actively with employee engagement and development. We provide different learning and development programmes, including our global Graduate programme, a two-year journey across the organisation, a leadership framework based on value-driven leadership, as well as an working culture that encompasses flexibility.


Employee groups driving inclusion

erg-groups

Employee Resource Groups (ERG) are central to our commitment to DEI. These voluntary, employee-led groups unite people with common traits, backgrounds or interests and, most importantly, shared values and goals.

The groups provide safe spaces for employees to connect, voice opinions and build community around themes such as cultural, racial and ethnic identity, gender and sexual identity, disability and accessibility, generational diversity or support for international employees. This helps ensure that diverse viewpoints are heard at all levels of the organisation.

Some examples of ERGs in Demant are:

  • Women in Demant: This group fosters an inclusive and diverse culture by advancing gender equity, working in sub-groups such a 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. 

When people feel truly engaged, they are happier, more innovative and thus productive. In short, a continued focus on employee engagement is necessary to ensure well-being. We, therefore work to ensure and grow engagement in Demant in a global engagement program called Pulse. 

Once a year, we gather insights into the engagement levels of individual teams across the organisation in a global survey. Based on this data, we develop specific actions to address areas in need of particular attention and managers follow up regularly in their teams to ensure continuous improvement. Leadership also plays a key role in inspiring and improving employee engagement and we continue to enhance leaders’ skills to drive engagement and a culture of inclusion.

Through Pulse, we make sure that engagement stays at the agenda all year.