Global Diversity, Equity and Inclusion Policy

Purpose and Scope
Ambu wants to continually be able to attract, develop and retain talent and believes that there should be equal opportunities for all irrespective of gender, age, race, nationality, ethnicity, sexual orientation, religious beliefs, education, perspective and other diversity factors.

Ambu’s commitment to diversity, equity and inclusion rests on:

  • Our company values: Take Charge, Team Up and Be True
  • Our commitment to the United Nations Global Compact and the Ten Principles
  • Our Code of Conduct which sets out our principles for desired responsible and ethical behaviour

An inclusive, diverse and equitable work environment ensures a sense of belonging, which engages our people’s full potential so that innovation and performance can thrive. In order to do this, we focus on our values to drive inclusion in our teams. Ambu also recognizes the social responsibility to ensure equal opportunities across the societies where Ambu operates.

The Policy applies to all employees across Ambu A/S and affiliates.

Diversity in Management
Diversity, equity and inclusion is important to Ambu. We celebrate the unique qualities, perspectives and life experiences which define us as individuals. This includes our visible differences as gender, age, ethnicity or physical appearance, as well as religion, national identity and education. A diverse and equitable workforce creates a vibrant community and enables us to represent the global diversity of our stakeholders, partners, customers and users.

While we acknowledge that diversity in management goes beyond gender, a tangible goal will help us track our progress with measurable KPIs. This is why Ambu has a special focus on gender balance to ensure a diverse workforce throughout the company. It is a goal of Ambu that at any given time there will be at least 40% representation of either gender in Management at all levels. Management is defined in Ambu as any person with people management responsibilities.Our ambition will never override that Ambu selects, recruits and develops people not solely on their demonstrated ability, but also on the basis of their potential.

Beyond attracting diverse Talent, Ambu acknowledges the importance of creating a truly inclusive culture, ensuring all employees feel comfortable bringing their true selves to work. Through global approaches such as engagement surveys, Ambu Dialogue and our Whistleblower hotline, we ensure a continuous feedback loop from all of our employees on topics such as a psychologically safe and inclusive work environment. We continuously evaluate our facilities to ensure equitable access and have set up locally specific initiatives such as language courses and support with integrating expats to new locations. Further, we ensure a high level of cross border communication and intercompany integration by having English as the official Corporate language, ensuring colleagues can form relationships across locations.

Board of Directors and Executive Management
Ambu wants to achieve a broad composite of gender, nationalities, age, education, qualifications, competences and thereby perspectives among the board members and executive management. The members should together have sufficient knowledge, insight and professional experience to understand Ambu's activities and the risks connected hereto.

Ambu continuously aims at ensuring diversity in Board of Directors and Executive Management and disclose the goals and actual numbers of different genders, nationalities and age intervals in our annual reporting. Our goal is to have genders, nationalities and age intervals represented within Board of Directors and Executive Management. Education and business backgrounds are described as part of the presentation of Board of Directors and Executive Management.

The individual salary for each employee is set from an evaluation of the employees' role and position, professional experience, length of employment, education and responsibility, complexity of the position held, local market conditions, the business unit and individual performance.

Ambu is committed to gender pay equality and will continuously monitor and measure our performance to ensure a potential gender pay gap is closed. Ambu has a focus on diversity, equity and inclusion, and any employee's salary will be set without prejudice, and based solely on merit.

Attracting talent
Ensuring a diverse workforce starts by attracting a wide range of talent from different backgrounds, both professional and personal. In 2022/23, we have had a particular focus on updating our approach to Talent Attraction to further improve the capabilities of our employee population. These initiatives include:

  • Updating our recruitment marketing materials to contain more inclusive language to encourage a more diverse candidate profile to apply
  • Amending our recruitment process to minimize bias and ensure a holistic, objective evaluation of candidate skillset
  • Specific leadership development initiatives to improve the skills of Hiring Managers, thereby further increasing the quality of our hires and creating a more diverse and equitable workforce

Communication and reporting
Our initiatives to ensure diversity will be communicated on our website and in our sustainability report. Annually, the geographical locations will be reporting on the progress to further diversity in Ambu. This will ensure momentum and continued focus on both gender representation and diversity in general within the company.

Review and approval
The Policy must be adapted on an on-going basis to reflect changes in Ambu's activities and must be reviewed and if necessary revised at least once a year.

The Policy is approved by the Board of Directors on 7 November 2023.

Read about our latest sustainability efforts

Download our annual report and find out more about our sustainability strategy and initiatives in the sustainability section.

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