There are several reasons why it is important to secure a diverse and non-discriminating culture. We want to both ensure that our employees thrive and are not exposed to any form of abusive and unacceptable behaviour. Moreover, numerous Danish and foreign surveys show that companies with a diverse composition of people create more growth and more innovation.

Diversity means many things. For us, however, an important focus is that no distinction is made in employment based on age, ethnicity, gender, sexual orientation, geographical origin, disability, or health.

At the same time, it also means a focus on equal pay for equal work. It is a principle and a policy that remuneration depends solely on criteria such as experience, competence, effort, result, and the significance of the position.

To comply with our equal pay policy, we have implemented a job title and job position structure that ensures that people in the same position are employed under the same conditions. That way, we get consistency and ensure that the conditions are not about the person or the gender.

We want the management team to be represented by the best qualified people, but we also want balance in the gender distribution. However, we want to challenge the binary gender understanding, and therefore we have set a goal that does not speak in favour of promoting one gender, but instead ensures a maximum limit for the representation of one gender. Thus, we speak to both current and future employees who do not profess to one of the two traditional genders, and gender diversity is truly seen as a strength in Topdanmark.

Our concrete objective for 2025 is a maximum of 60% of one gender at management levels 1 and 2 in 2025. 

In 2023, we started the startegic work with diversity through our employee group for Diversity and Inclusion. The group of employees, who represent the entire organisation, set a new strategic focus for the work with DE&I, by collecting ideas, wishes and questions from all colleagues in the organisation.

The employee group then qualifies the different proposals, and carries them to the executive management for approval.

In 2023, the employee group set the strategic framework for working with this area, and as such decided that Topdanmark works with DEI&B (diversity, equity, inclusion and belonging). 

Read more on our work with DEI&B in our latest Sustainability report 2023.

At Topdanmark we also have a target on diversity in Board of Directors. Due to dansih law, which works from a binary undersatndig of gender, we have set the following target for the board: "minimum 2 of each gender within the AGM elected members of Board of Directors". 

Currently, we have 2 AGM elected women and 4 AGM elected men in the borad of directors. All in all, we have 4 women and 5 men in our Board of Directors.