In 2024, Ørsted navigated a rapidly evolving industry landscape, necessitating organisational adjustments, including redundancies, to maintain our competitive edge. While both satisfaction and motivation levels as well as voluntary turnover remain healthy compared to industry benchmarks, the changes have had a noticeable impact on employee satisfaction and motivation and our voluntary turnover trend. This poses a short-term risk of increased voluntary turnover and lower morale, satisfaction, and heightened stress. To address these challenges, we are focused on our internal communication and change management, strengthening our focus on good leadership and mental health and reaffirming our commitment to transparency and the well-being of our workforce. Our commitment to upholding human rights is outlined in our 'Sustainability commitment', 'Global human rights policy', 'Global labour and employment rights policy', 'Stakeholder engagement policy', and 'Just transition policy'.

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.