Ramboll’s EDI ambitions 2021

  • Leadership – awareness, focus and commitment
    We want all of our leaders to be able to demonstrate their commitment to EDI. The activities to support our ambitions include developing an inclusive leadership framework and awareness training to create a shared understanding of inclusion.
  • Communication – both internally and externally
    We will demonstrate our EDI commitment by continuously introducing and promoting our EDI initiatives internally and externally.
  • Talent Acquisition – attracting a diverse workforce
    We aim to ensure that we actively address structural inequalities and support the organisation to make the right decisions during the recruitment process.
  • Data-driven approach – transparency and accountability
    We are committed to ensuring that our efforts are measured and that we use data to provide insights for benchmarking and identifying gaps that we need to target.
 
Employees in Ramboll office

Ramboll’s core beliefs drive our approach to Equality, Diversity, and Inclusion (EDI). Ramboll respects and embraces diversity in all its forms, and we wish to create an inclusive culture where everyone thrives. As a global organisation, we firmly believe that diversity enhances our ability to innovate and improves our engagement and performance.

In 2020, we saw a strong, global focus on EDI, partly triggered and enhanced by global movements in societies. The resulting impact of global events on our people was significant and raised expectations for our leadership to act. Our CEO led with a statement on our ambition and committed Ramboll to working long-term with EDI. As sustainable change is an ongoing journey, the focus of 2020 was on engaging our people to help with the identification of four high-level priority areas, our EDI ambitions, and these will remain in focus for the next strategy period.

Global deliverables in 2020 included launching a new EDI page for employees; seeding knowledge on unconscious bias in our people processes to ensure better decision-making; and introducing new diversity and inclusion questions in our global annual employee survey. The latter will provide us with a global baseline for understanding how our employees feel.

Local EDI activities continued in 2020, including the start of a new partnership with the National Society of Black Engineers in the United States of America as part of our commitment to build a strong pipeline of diverse talent and to support science, technology, engineering and math (STEM) education in underserved populations. At Ramboll UK, a new policy was adopted on how best to support transgender colleagues and how to create a trans-inclusive working environment.

Diversity in employee categories, gender split
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 comprise two female and four male members. In 2020 the Group Executive Board consisted of two females and three males and the gender composition is 26 per cent female and 74 per cent male at all management levels.

The gender distribution amongst employees in Ramboll is 35 per cent female and 65 per cent male, with a slightly increasing share of women since 2019. Gender split on entry level in Ramboll is 44/56 which shows greater female representation compared to the global proportion of female tertiary graduates in engineering.

Internal targets are being assessed to ensure that the gender ratio in management positions reflects the actual proportion of the general gender distribution at the company. When searching for candidates, wherever possible, we target 50/50 gender split.

To guide us in the global work on EDI in 2021, we build on four pillars expressing our EDI Ambitions on Leadership, Communication, Talent Acquisition and Data-driven Approach. They are all focused on bringing the most sustainable solutions and initiatives to help us become a more inclusive organisation and live up to Ramboll values.

Human rights

Ramboll is committed to respecting human rights in line with the UN Guiding Principles on Business and Human Rights. We also follow the requirements in accordance with the UK Modern Slavery Act and the Prevention of Sexual Harassment of Women at Workplace Act.

As an employer, Ramboll can potentially cause adverse human rights impact. And when working on projects, Ramboll could cause, contribute or be linked to human rights abuses through our business relations.

We help mitigate negative impact on human rights by assessing our impacts, training employees in human rights policies and procedures, safeguarding the human rights of employees, advising clients and third parties, and speaking up when necessary.

Human Rights are integrated into many HR, Project Excellence and compliance policies and procedures, which are continuously monitored and refined. Through our impact assessments and due diligence procedures, we have identified the most salient human rights issues that Ramboll is exposed to:

  • right to non-discrimination,
  • right to enjoy just and favourable working conditions, including health, safety and well-being,
  • right not to be subjected to slavery, servitude or forced labour.

 

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