Ramboll’s core beliefs continue to drive our approach to Equality, Diversity, and Inclusion (EDI). We believe all people must have equal opportunities to unfold their potential in life. We consider our employees our core strength. Ramboll respects, embraces, and invites diversity in all its forms, while creating an inclusive culture where everyone thrives.

High ethical standards and behaving responsibly towards each other, our shareholders, clients, collaborators, and society are central to our identity. We all have a shared responsibility in creating an inclusive organisational culture at Ramboll. We are mindful that acting on EDI is an ongoing journey requiring contributions from all employees, and especially leaders as role models. 

In 2021, we continued to educate employees on EDI-related topics such as intersectionality, inclusion, and inclusive communication. We explored the concept of allyship – of being a voice for those whose voices are not being heard – to advance a culture of inclusion in the workplace. At the same time, we have gone through key processes such as recruitment, pay process, promotion, and succession to ensure mitigation of bias and focus on equal opportunities. We have established a digital dashboard to drive and inform our EDI strategy with data, and embedded EDI aspects in our global recruitment and succession planning. And we have continued promoting and raising awareness for inclusion via our global internal communication channels. 

While approaching diversity and inclusion from a broad perspective, including a wide range of diversity dimensions, such as race, ethnicity, or the diversity of professional backgrounds, it is on the gender distribution in our workforce, leadership, and governing bodies that we have robust data to monitor and follow up, in order to drive improvement.  

The gender distribution amongst employees in Ramboll is 35% women and 65% men, with is the same level as in 2020. Gender split on entry level in Ramboll is 44% women and 56% men, which shows greater representation of women compared to the overall proportion of females in the workforce of 35%. 

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The gender composition in senior management is 20% women and 80% men. In 2021, the Group Executive Board consisted of one woman and four men.

A new Chief People Officer, will join the Group Executive Board in the beginning of 2022. The Board of Directors comprises nine people, with three employee representatives and six members elected by the Annual General Meeting. The gender distribution is three women and six men. 

Our 2021 employee engagement survey (ESES) was extended with new EDI questions because we want to learn how our employees experience EDI at Ramboll and improve where needed. This additional data on equality and inclusion, drawn from a global employee base, has provided us with further insights on EDI in Ramboll. Since then, we have further analysed gender-related data and defined new gender targets for the coming years.

We have set an overall long term (2025) target for overall representation of women at 40%.

In addition, all business units have defined their own gender targets supporting the global ambition. Senior leadership is responsible for ensuring that the new gender targets are adopted by the entire organisation.

 

Local EDI engagement

In addition to our global EDI efforts, a number of EDI-related engagements took place in our Markets and Geographies through 2021, of which we provide some examples below. In the UK, we launched ‘Supporting Our People’, a series of guides, which helps employees and their managers to navigate subjects such as flexible working and parental leave. 

In the Americas, our employees were invited to the first edition of our EDI Forum. Over 600 attendees from the EDI Strategy Council and representatives from various employee network groups met virtually to discuss progress on priorities and answered questions. 

Meanwhile, in the Middle East we introduced the topic of engineering to 20 women from Dubai College. The half-day workshop presented the different roles engineers play in the design and construction industry, as well as introducing topics such as engineering for bridges and tunnels, acoustics, structural engineering, and sustainable buildings. 

In Denmark, Ramboll signed the Confederation of Danish Industry’s Gender Diversity Pledge, joining forces with other Danish companies to work towards more gender equality in the workplace. 

Moreover, 182 senior leaders from Environment & Health committed to actively supporting the EDI programme and strategy by signing the Environment & Health EDI Leadership Charter. 

Equality, diversity and inclusion ambitions

To become a truly inclusive and diverse organization we will increase: 

  • Opportunities for and representation of underrepresented groups in our company and industry.

  • Representation of women in total workforce to be above available talents in the market. 

  • Senior management gender balance on par with company.