Inclusion and diversity
It is part of Coloplast’s DNA to respect the individual and secure equal opportunities for all. Coloplast is committed to build an inclusive culture that leverages diversity at all levels
Enabling employees to bring their differences to work and fulfil their potential because of – not despite – their differences is key to Coloplast. We prohibit all discrimination or harassment based in gender identity, age, race, ethnicity, nationality, sexual orientation, religious belief, social and economic background, physical or mental ability.
This is formalised in our policies on Inclusion & Diversity, Anti-Harassment and Anti-Discrimination, and Anti-Retaliation, which can be found on our website. The topics of inclusion, diversity and anti-harassment are also included in the yearly mandatory Coloplast BEST training. In addition, in 2022/23, we offered inclusive leadership training to all leaders as well as new learnings on allyship and psychological safety for all colleagues globally..
Inclusive workplaces environment
Coloplast wants every employee to feel that they belong in the company, to bring their differences to work daily and to fulfil their potential because of and not despite of their differences. Coloplast prohibits any kind of discrimination or harassment of employees due to their gender identity, age, race, ethnicity, nationality, sexual orientation, religious belief, social and economic background, physical or mental ability etc. This is formalised in our Inclusion & Diversity policy, Anti-Harassment and Anti-Discrimination policy as well as the Anti-Retaliation policy.
Diverse Teams
We believe that diversity in teams leads to better innovation, performance and decisions. We therefore drive diversity through teams and strive to ensure a healthy balance of gender, age and nationality within each team.
We monitor the mix of diversity in all teams and actively work with around 80 senior leadership teams as role models for team diversity. Our ambition is to reach a share of 75% diverse teams by 2025 through natural attrition. Diverse teams are defined by a balanced mix of genders, nationalities, and generations, and senior managers have set action plans to achieve this ambition. In 2022/23 the share of diverse teams was 54%, which is on par with last year.
To further drive and create ownership of inclusion and diversity locally, we support several local Employee Resource Groups (ERGs). These are voluntary, employee-led groups driving events, educational webinars, discussions, and more to raise awareness of the topic. This year, new ERGs led by highly passionate employees were established in the US, United Kingdom, and Denmark.
Gender representation in management
The proportion of female managers increased to 47% in 2022/23. Looking exclusively at senior leadership (Vice Presidents, Senior Vice Presidents and the Executive Leadership Team), the representation of females increased to 26% this year.
To ensure continued progress on gender representation in managerial positions and to drive improvement at the senior leadership level, Coloplast has implemented several initiatives including top management attention to diversity in our talent pipelines and a new global recruitment process for senior management positions that mitigates biases and ensures diversity. We have also increased our engagement in diversity-related events, boards and partnerships globally. In addition, we have offered selected female talents an external leadership program.
Gender representation among Board of Directors
Coloplast aims for its Board of Directors to consist of the best qualified individuals. With 3 out of 6 shareholder-elected board members being female at the end of the financial year, Coloplast maintains equal gender representation among Board of Directors, in compliance with the Danish Financial Statements Act, section 99b.