Equity, diversity, and inclusion are integral to our culture and the way we do business. To support this, we have adopted two policies, an internal guide to leaders and an internal guide to employees, aimed at the elimination of discrimination and at promoting equal opportunities and a culture of inclusion. Accountability for these policies rests with our Chief HR Officer. We have adopted a 'Global diversity and inclusion policy' which emphasises equal opportunities for all employees at Ørsted. We specifically call out identities such as ethnic background, race, religion, age, gender, disability, sexual orientation, outlook, or social status because these groups have been historically marginalised or disadvantaged (protected characteristics). By embedding these principles in the way we do business, we promote an environment where all employees can thrive and contribute to our collective success.

To ensure fairness and consistency, we introduced tailored interview guides and businesses cases, aligned with our career framework and assessment standards in 2024. Candidates are evaluated on functional, behavioural, and leadership competences, moving away from subjective impressions. Importantly, we now hire for ‘culture add’ rather than ‘culture fit,’ intentionally seeking to enrich our existing culture with diverse identities who bring new contributions and diverse voices, rather than merely replicating our existing one.