Employees above 50 years: 1,600

Group Executive Team (GET) consists of the Chief Executive Officer (CEO), the Chief Financial Officer (CFO), the Chief HR Officer (CHRO), the deputy CEO and Chief Commercial Officer (CCO), and the Chief Operating Officer (COO).

We have a gender target of a 40:60 women:men balance across Ørsted by 2030. This target is tracked at three levels: senior directors and above, people leaders, and all employees. The target ensures we carefully consider gender balance when we hire and promote talent, and when we review data on those leaving the organisation. The process for setting the target was set at executive level in 2021 as a strategic pillar to identify and execute immediate steps for a visible short-term impact on gender balance.

All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities. Lastly, due to the nature of our operations and the jurisdictions covering our workforce, we are not at risk of either forced labour incidents or child labour incidents.

All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities.

All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities. Lastly, due to the nature of our operations and the jurisdictions covering our workforce, we are not at risk of either forced labour incidents or child labour incidents.

Flexible working conditions create a positive impact within our own operations. This positive impact relates to our flexible working culture, creating additionality within many markets where we operate and particularly in the US and APAC, as our global standards go beyond the norm in many countries outside of Northern Europe. This is part of our ambition to power and create a working environment where everyone can thrive, perform, and grow.

All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities. Material risks include potential injuries and fatalities, work-related stress, and increased voluntary turnover.

All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities. In 2024, Ørsted navigated a rapidly evolving industry landscape, necessitating organisational adjustments, including redundancies, to maintain our competitive edge. This poses a short-term risk of increased voluntary turnover and poses opportunities for job creation and workforce reskilling or upskilling.

All employees in our own workforce are included in the scope of our disclosures. Our own workforce does not include self-employed people or people provided by third-party undertakings, primarily engaged in employment activities. Due to the nature of our operations and the jurisdictions covering our workforce, we are not at risk of either forced labour incidents or child labour incidents.