Why diversity

In 2018 and is focused on parents. The goal was to be ready for a baby boom as there were 17 women on maternity, 50 % of women with an average age of 25 years in the company. The program is helping women taking maternity leave and later parental leave for mothers and fathers. A systematic communication, line managers involvement, processes, open talks, info packs on legal and practical issues. Parents remain in regular contact with the firm, have access to education, and thanks to the program 30 % of parents whilst being on a leave have had part-time jobs in the company. On average, parents return back to full-time within 18 months and 60+managers were trained (2021).

Trainings for managers and recruiters on diversity and unconscious bias for L'Oreal Nordic helped to increase male reps from 22 % to 50 % during 2 years.

Diversity and inclusion are amongst first top priorities for Danske Bank, moving from compliance-focused diversity to leader owned diversity. Outsourced consulting and surveyed data steered the Diversity roadmap and a set of educational activities and supportive measures have taken off. The vast shift to mid-management support and increasing female rep in leading positions by 10 % was achieved in 1,5 years.