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.

One of the biggest challenges we face is the lack of detail needed to fully understand the diverse experiences within our gender ambition. For instance, while we can track the experiences of women in general, our data does not account for important factors such as ethnicity, disability, or gender identity, dimensions that can significantly shape a person’s experience in the workplace. This is one of the key lessons we have learnt.