In 2019, we have made progress by holding training sessions for senior leaders to create awareness and discussing the implications of unconscious bias and how to promote inclusion by mitigating bias in everyday interactions.

Furthermore, we have performed a global mapping of diversity and inclusion activities, as well as priorities and challenges within Ramboll.

Our target:

Diversity in our workforce that reflects the accessible talents in the local market – including gender balance across all job families and job levels.

The Board of Directors comprises nine people. Three of the members are employee representatives and six members are elected by the annual general meeting. The annual general meeting elected members comprises two female and four male members, which is in line with our target of having at least two representatives of each gender at board level.

The Group Executive Board consisted in 2019 of two female and four male representatives, which also is in line with our target of having at least two representatives of each gender on the Group Executive Board.

Gender distribution among employees in Ramboll is 34 per cent female and 66 per cent male. This is above industry average levels according to a peer’s benchmark study on gender diversity in 2019. The gender composition at management levels (A, B, C and D levels) improved slightly in 2019. Each gender should be proportionally represented in management positions to reflect the actual proportion of the general gender distribution in the company. We have not reached the targeted gender distribution level yet, although we are continuously improving.

Many diversity and inclusion activities are undertaken locally within Ramboll’s business units. For example, in 2019, an external salary benchmark study was carried out in our Ramboll Engineering Centre (REC) in India to help ensure equitable salary levels. The study concluded that there are equal salary levels between men and women within the REC unit, which comprises approximately 450 employees.

Ramboll’s UK business has made progress on diversity and inclusion in 2019 by introducing a local action plan that focuses on recruitment, collaboration, physical and mental health, community engagement, parental leave, promotion processes, training, etc.

Training and development

Knowledge is the foundation for Ramboll’s success, and we pursue new opportunities for improving learning and education. Employees are offered a broad range of training via the Ramboll Academy, and in 2019, we refined the online learning solutions, and we are continuously adding new courses. This year, we made the UN Global Compact Academy available for our employees. The UN Global Compact Academy is a free resource for every employee at Ramboll, and it reinforces our commitment to the UN Sustainable Development Goals.

One way to ensure that our people develop and thrive is the annual Performance Development Dialogue held with each employee. This is to align expectations regarding performance and personal growth and provide a recurring opportunity to strengthen employee skills. In 2019, 92 per cent of our employees had a dialogue with their managers about their contribution to Ramboll’s performance and their competency development.

 

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