Age group
*All numbers above are for permanent employees

HR policies and management

Our solutions and services depend on the insight and integrity of the people within our organisation. Therefore, we empower our employees and believe in their inherent abilities. This approach is vital for strengthening Ramboll and ensuring a competitive edge in our markets. This responsibility is guided by basic rules, set out in Group HR Policies and Guidelines regarding performance & development processes, non-harassment and non-violence, and health and safety.

Employee engagement

Ramboll strives to make sure that our employees are engaged and satisfied with both the professional and personal environment we create.

We firmly believe that this leads to stronger results in everything we do, and it supports our ambition to be a long-term sustainable workplace where employees thrive and develop.

Our focus on engagement is underlined by our annual employee survey. Each year, all Ramboll employees are encouraged to participate in the Employee Satisfaction and Engagement Survey (ESES). In 2018, the response rate was 90% (11,178 employees) and the overall result in employee satisfaction and engagement is on par with 2017 (4.05 vs. 4.05 on a 5-point scale). There was a slight decrease in job satisfaction (4.03 vs. 4.06), but key indicators such as willingness to recommend Ramboll as a work place (4.21) and retention (4.11) were on par with last year.

Central indicators

Our Performance Development Process (PDP) ensures the continuous upgrading of employee skills, and in 2018, 94% of employees received a regular performance and career development review. The PDP also all ensures that the individual contributions of each employee are measured in terms of Ramboll’s overall strategy.

Voluntary employee turnover

Training and education

Investing in the development of our employees is vital in ensuring that our expertise remains relevant for our clients now and in the future. Ramboll has an extensive range of training and educational programmes designed for employees at varying stages in their careers. 

We expanded our training portfolio in 2018 and introduced the Ramboll Academy where all employees have access to online and classroom training. The Ramboll Academy is user-driven so that employees can see the recommendations of others and thereby quickly assess if a training module is relevant to them.

Ramboll Academy launch

In 2018, our employees completed more than 6,000 training courses (classroom and virtual) in Ramboll Academy.

Topics covered in Ramboll Academy and other training systems are:

  • Leadership training
  • Project Excellence training
  • Sales & Clients-related training
  • Technical skills
  • Compliance training
  • HSS training
  • Training within professional capabilities
  • Systems and internal tools
  • Onboarding
  • Anti-corruption
  • Data privacy

Our high-potential development programme ‘Horizon’, which aims to bring out the best in selected employees, was extended in 2018 to include four talent tracks: Leadership, Project Management, Digital Innovation and Client Centricity. The ‘Shaping the Future’ programme meanwhile is designed to help managers set new directions for the business by exploring the interrelationship between strategy, markets and people. A PhD programme is also available to ensure our experts and research-focused employees continue to expand their skills together with relevant educational institutions.

Zohaib Ahmad, Finance Director, Middle East, Asia and Pacific, speaks about the ‘Shaping the Future’ programme

Target 2020

Diversity in our workforce, including gender balance across all job families and job level, should reflect the accessible talents in the local market.

Equality, diversity and inclusion

In line with our Fundamentals (our Vision, Mission, Values and Commitments) and the ten UN Global Compact principles, Ramboll respects the labour rights of our employees, allowing them the same professional opportunities regardless of gender, race, age, cultural background, religion or sexual orientation. 

As stated in our Freedom of Association Policy, all Ramboll businesses uphold the freedom of association and the right to collective bargaining. Ramboll has a zero-tolerance policy to all forms of forced and compulsory labour.

We assess labour rights-related risks in our operations as part of our human rights risk assessments. As identified under salient human rights risks, the right to non-discrimination and to enjoy just and favourable conditions of work, including the right to equal pay for equal work and equal opportunities for promotion, are material topics for Ramboll.

All employees and business associates can anonymously report any labour rights violations or other issues through our whistleblower system.

An inclusive workplace

To attract qualified employees and responsible clients to our company in the future, it is crucial to mitigate the risk of discrimination by creating an inclusive work environment and understand the opportunities that equality and diversity bring to our business.

In 2018, we initiated conversations in Ramboll to understand local activities and needs in relation to Equality, Diversity and Inclusion. Based on the conversations, we have decided to increase awareness on ‘unconscious bias’ by running workshops during 2019 starting with our executive team. We will also continue a number of locally relevant workshops on inclusive leadership, equality and diversity. 

Our key goal for 2020 is that diversity in our workforce, including gender balance across all job families and job levels, should reflect the accessible talents in the local market.

Nearly all our employees are eligible to parental leave (12,152). In the US, all employees with 12 months service that have worked minimum 1,250 hours are eligible to parental leave. Only permanent employees in our most significant locations are covered in the figures.

Gender composition of management

The Ramboll Equal Gender Policy supports the principle of equal gender representation at board and management levels. We acknowledge the need for diversity and high professional competence criteria for board members and individuals in management positions.

In 2018, the Group Executive Board consisted of two female (33%) and four male representatives, and the Board of Directors consisted of two women (22%) and seven men - achieving our target of at least two representatives of each gender at board level.

Each gender should be proportionally represented in management positions to reflect the actual proportion of each gender in the industry in general.

Women in Ramboll

Although talent availability differs across markets, it remains a fact that women continue to be underrepresented in the engineering industry.

By working proactively to increase diversity at all levels in the company, Ramboll will be able to better harvest the full potential of its talents and become the preferred employer in the industry for both men and women. Diversity and collaboration go together and both are key factors in delivering better solutions to the benefit of our clients and company. 

Ramboll will deliver specific actions to improve gender parity towards 2020, to strengthen our reputation as a both inclusive and proactive workplace and an attractive partner for our clients. 

Equal opportunities will also be integrated in existing HR initiatives and processes, such as succession planning and extending our ‘Horizon’ development programme for high potential employees.

IN 2019 WE WILL:

  • Arrange ‘unconscious-bias’ workshops for senior leadership teams to create awareness and mitigate strategies
  • Map all EDI activities in Ramboll to better support our business and create an aligned approach

Non-discrimination communication

As an equal opportunity employer and an advocate for equality in general, we use gender-neutral terms and avoid discrimination against race, age, culture and people with disabilities and medical conditions in our communication. We have implemented gender-neutral language in all Group policies and continue to focus on using non-discriminatory language in job advertisements and job interviews.

Promoting diversity in the UK

Equality, Diversity & Inclusion (EDI) is increasingly becoming a competitive parameter beyond the Nordic regions.

In the UK for example, Ramboll is firmly committed to creating a truly inclusive workplace and has continued to strengthen our business in this regard by investing in a range of initiatives and networks that promote diversity and inclusion in the workplace.

Highlights in 2018 included improving parental leave policies, STEM (Science, Technology, Engineering, Mathematics) outreach and well-being initiatives and actively progressing LGBT+ awareness by marching at Pride events, joining Stonewall and #BuildingEquality - an alliance of construction professionals who are passionate about driving LGBT+ inclusion in the construction industry. 

According to Alex Lawrence, Talent Inclusion Director from Ramboll UK, 2018 has been a year “of great progress with real tangible results. Improving areas such as gender representation and well-being is driven by leadership commitment, our EDI networks and employees across the business.”

Alex Lawrence, Talent Inclusion Director, Ramboll UK

Health, Safety & Security (HSS)

Safe and healthy working conditions are the right of all our employees, no matter whether they are working in the office or in the field.

The main risks we have identified include stress, slip, trip and falls, and vehicles and transportation. To mitigate these risks, we have established a Group Health and Safety Management policy and a Group HSS programme.

IN 2018 WE:

  • Rolled out a ‘Stop Work’ safety awareness campaign
  • Developed a new reporting system
  • Integrated HSS in Project Excellence system

HS&S Policy and Management

To ensure good physical and psychological working environments, commitment to the Group Health, Safety and Security Management Policy is vital. 

The global Health, Safety and Security (HS&S) leadership team is responsible for managing this policy. Market, country and office level coordination teams are responsible for implementing the policy and the Group HS&S programme. 

All employees are responsible for ensuring the health, safety and security for themselves and their colleagues, and all employees are represented by the HS&S leadership and coordination teams.

Health, safety and security are also important focus areas in relation to the impact we and our business partners have on all our projects, for example in relation to design, working conditions for construction workers, and on the wider community.


In April 2018, a Ramboll employee tragically lost her life while on a work assignment. Ramboll has worked closely with the relevant authorities to determine both the cause of the accident and to ensure we undertake the appropriate measures to avoid such tragic accidents occurring in the future.

As a result of this investigation and to support our zero-harm ambition and stronger focus on Health, Safety & Security (HSS), specific corrective/preventive actions are being taken by Operational and Project Management such as:

  • Integrating health and safety requirements into existing and newly developed systems and processes, in particular Management of Change and Contractor Management.
  • Improving the risk assessment process by requiring project-specific task activities in each risk assessment; having Ramboll employees conduct the risk assessment rather than a contractor; and requiring that all risk assessments be presented and discussed in the project health and safety kick-off meetings.
  • Expanding the training curriculum to include Stop Work Authority, Water Safety, and Lone Work.
  • Modifying the written procedures and guidelines to align with the revised training programme.

In 2018, Ramboll experienced 54 cases requiring medical care beyond first aid. Of these cases, 27 were lost time injuries and 17 lost time illnesses. The lost time injuries distributed amongst five (5) main injury types: slips, trips, or falls; vehicle incidents; stress; lifting; physical contact with solid object; and an employee being accosted by a thief. Whereas, the lost time illnesses were all attributable to a single event that occurred at a public canteen where 17 Ramboll employees were affected by the Norovirus.

*Normalised to 1 million labour hours and benchmarks these data the industry average. These data include a single Norovirus event that occurred at a public canteen and affected 17 Ramboll employees. This resulted in a TRIR below the industry average but a LTIR above the industry average.

Injury cause

Managing and mitigating HSS risks

In Ramboll, we have defined and categorised the type of project and/or work environments that are acceptable for our employees, along with the potential HSS hazards, risks and mitigating actions that these environments can present.

In general, the types of activities our employees can operate within, fall into one of the following main risk categories:

  • Office-based activities where the hazards and risks are well defined, addressed and controlled (low risk)
  • Out-of-office activities where an employee may be exposed to surrounding physical or chemical hazards and risks, but these are controlled, and our employees are not actively interacting or creating any new hazards nor risks (medium risk)
  • Field-based: activities where our employees are actively interacting with or creating hazards and risks which require them to implement specific /specialised control mechanisms (high risk)

The top five global HSS risks that have been identified in 2018 include:

  • Stress
  • Slip, trip and falls
  • Vehicles and transportation
  • International travel
  • Damaging utilities while conducting subsurface/underground investigations or geophysical studies

Plans have been developed to mitigate these risks.

IN 2019 WE WILL:

  • Formalise and introduce HSS training modules
  • Standardise and implement emergency preparedness planning for all offices and field projects
  • Roll out a single, global event reporting system in order for incidents to be reported, evaluated, and lessons learned to be provided to staff
  • Present monthly 'safety moment' themes to encourage discussion of HSS topics with colleagues and clients when having group meetings

Targets 2020

Zero harm in health and safety.

Improving HS&S awareness

As part of continuous efforts to make our employees aware of health and safety risks, a new global initiative was launched internally in November 2018. The ‘Caring Together’ programme aims to develop a unified, integrated risk-based platform for Health, Safety & Security that acts as a source of information for all Ramboll employees. 

The programme includes a set of ‘Safety Moments’ to be used with colleagues or clients to remind ourselves about the importance of health and safety, help us recognise and control hazards, increase awareness and contribute to a culture of safety. Central to this is ‘Stop Work’ authority that empowers all employees with the responsibility to stop work to prevent injuries and incidents.

Attractive workplace

In 2018, Ramboll was ranked the second most attractive workplace by 1,600 engineering and natural science professionals in the Universum Denmark’s most attractive employers’ survey. 

We were also top of the list when it comes to where students in the Nordics would like to work after finishing their studies. 

And for the third consecutive year, we were number one on the image-list for engineering consultancies in a profile analysis of 5,600 experienced engineers and talents, carried out by the Danish magazine ‘Ingeniøren’.

Promoting expertise

Promoting expertise

We are always exploring and considering new concepts, methods and technologies that improve our solutions and deliver more value to our stakeholders.

To support this, the Ramboll Foundation (Ramboll’s owners) decided in 2018 to provide EUR 500,000 annually from 2019 to Ramboll PhD projects.

The Ramboll PhD programme is an opportunity for talented specialists to delve into exciting professional topics to unearth state-of-the-art knowledge and develop competences and innovative solutions to the benefit of our clients and society at large.