Where Demant may cause or contribute to a material negative impact on employees, we are committed to take appropriate remedial action. For cases raised directly with Group HR, we collaborate with the affected individuals. For any issues that the results of the anonymous engagement survey point out, Demant is committed to plan and execute actions that address such issues. Demant’s whistleblower hotline enables employees to report any concerns about adverse human rights impacts in a confidential and anonymous manner, which enables remedy for human rights impacts.

Demant’s whistleblower hotline enables employees to report any concerns about adverse human rights impacts in a confidential and anonymous manner, which enables remedy for human rights impacts.

Demant’s whistleblower hotline enables employees to report any concerns about adverse human rights impacts in a confidential and anonymous manner, which enables remedy for human rights impacts.

Demant’s whistleblower hotline enables employees to report any concerns about adverse human rights impacts in a confidential and anonymous manner, which enables remedy for human rights impacts.

Demant’s whistleblower hotline enables employees to report any concerns about adverse human rights impacts in a confidential and anonymous manner, which enables remedy for human rights impacts.

Demant’s whistleblower hotline enables employees to report any concerns about adverse human rights impacts in a confidential and anonymous manner, which enables remedy for human rights impacts.

During 2024, we strengthened the follow-up activities, following the presentation of the survey results, on specific action planning for all teams around the world. We also laid the foundation for what we call the Leadership Compass, which serves as a framework that emphasizes five essential pillars of leadership: purpose, development, performance, belonging and personal awareness. These pillars highlight the key areas that leaders need to focus on and accelerate. In 2025, we will introduce the Leadership Compass for all leaders at Demant, which will be implemented through a leadership development programme, focusing on learning journeys within each of the five pillars. The five pillars are also reflected in the Pulse survey, which enables our leaders to measure progress. Furthermore, we have been working on establishing a global standard and a new platform for how we capture and report on HR data, driven by a global effort to standardise key HR processes, such as recruitment, promotion and performance. In 2025, the new platform will be rolled out in our biggest countries (by number of employees) Poland, USA, Denmark, France, Canada, Germany, Australia and United Kingdom and the rest of the world will follow consecutively. In 2025, we will develop and implement a Global Policy on Remuneration and Rewards. Through this Policy, we aim to establish a salary philosophy and ensure that we provide guidance for the organisation. We identify and assess our impacts on human rights on an ongoing basis. In the second half of 2024, we carried out a corporate wide human rights assessment, covering the full value chain of activities. The assessment included a review of our own operations, with consideration of the geographies where we operate and the industries we work in. We also mapped actual and potential impacts in our value chain.

Where Demant may cause or contribute to a material negative impact on employees, we are committed to take appropriate remedial action. For cases raised directly with Group HR, we collaborate with the affected individuals. For any issues that the results of the anonymous engagement survey point out, Demant is committed to plan and execute actions that address such issues. Demant’s whistleblower hotline enables employees to report any concerns about adverse human rights impacts in a confidential and anonymous manner, which enables remedy for human rights impacts.

We launched the Anti-Harassment and Discrimination Guideline. The key objective is to articulate Demant’s approach to preventing, mitigating and acting on cases of discrimination, harassment, bullying and unethical behaviour. In Demant, there is zero tolerance for any form of discrimination, harassment or bullying related to our workplace. The Guideline applies to all employees and contractors working for Demant globally, and it guides behaviour at work, at work assignments outside the office and at office-sponsored social functions as well as private behaviour that can be related to Demant (e.g. on social media). The Executive Leadership Team is ultimately accountable for adherence to the Policy and to reaching our targets and commitments. We will fully implement the new Guideline through e-learning in 2025.

We track the development in employee engagement through our Pulse survey. The Pulse survey results provide twofold information: Firstly, it is a way of assessing whether, and to what extent, the current initiatives on well-being, flexibility, inclusion and engagement are working. Secondly, they serve as the starting point for the further development of specific actions related to those areas that need special attention.