Tema: Top 100 Mangfoldighed 2017. En bølge af nye kvindelige ledere er på vej op gennem de store selskabers organisationer. Mens det stadig står lidt skralt til på direktionsniveau, så sker der rigtig meget i de underliggende ledelsesniveauer, viser Økonomisk Ugebrevs årlige kortlægning af mangfoldigheden i Top 100 selskaberne.

55 af de 100 største danske erhvervsvirksomheder har en kvindeandel på ca. 20 procent og derover i gruppen af mellemledere. I forhold til fastsatte målsætninger er mange virksomheder nået langt, og der er tydeligvis meget mere fremdrift for kvinderne her, end på direktionsniveau.

Danske Bank rapporterer en kvindeandel på 35 procent, med en erklæret målsætning på 38 procent. DSV har en andel på 31 procent mod 26 procent året før. Nordea har en andel på 32 procent. Tryg på 36 procent. Lundbeck på 40 procent. Topdanmark på 41 procent og Egmont på 46 procent – for blot at nævne nogle.

Med den betydelige fremgang i kvindeandelen, der er sket på de underliggende ledelsesniveauer de seneste fem år, er der grund til at forvente, at der indenfor en kort tidshorisont vil rykke flere kvinder op på direktionsgangene, og rekrutteringsgrundlaget for bestyrelserne i de større danske virksomheder bliver også betydeligt bedre. I det følgende gengiver vi nogle uddrag fra mangfoldighedsrapporter:

Novo Nordisk skriver: “Diversity is and has always been important to Novo Nordisk as it allows us to better understand customer needs in different cultures, attract and retain talented people from around the world and operate more effectively in a global business environment. Novo Nordisk’s diversity policy is anchored in four principles, as defined in Executive Management’s 2015 rationale for increasing diversity in Novo Nordisk:
• Broaden our access to talent • Secure diversity of perspectives • Foster a global mind set • Offer equal opportunities.”

Carlsberg skriver: “In 2016, these actions in-
cluded the following: • As part of the Group Recruitment Policy, recruitment firms were asked to present at least one qualified female candidate when the Group recruits for senior management positions. • At least one third of the participants in the Group’s leadership programme should be women. This target was met in 2016, as 30% of the leadership programme nominees were women. • Our leadership development centres support individual development towards senior leadership positions. In 2016, one third of the participants were women.”
Danfoss skriver: ”Danfoss is focusing at hiring and developing more female leaders. In order to ensure that the diversity of the Group’s managers increasingly reflect that of the entire workforce, we set an ambitious overall goal to increase the percentage of female managers to 20% by 2017 from 18% in 2014. In 2016, the percentage of female managers remained at 18%. To reach the goal of 20%, Danfoss continuously focuses on developing the female leaders currently in the talent pipeline as well as attracting female leaders to join at all levels.” Grundfos skriver: “We aim to employ a diverse workforce that reflects society in terms of gender, age and ethnicity. In 2016, non- Danish executives made up almost 40%, thereby achieving our target set for 2017.With 20% of women in management positions, we are still 5%- points behind our 2017 target of 25%. We are still aiming for the 25% ratio, but we have to accept that it will probably take one or two more years to reach the target than first anticipated. To bring more females into executive positions, a mandate to always include qualified female candidates and non-Danes in executive recruitments has been put in place.”

Tryg skriver: “In 2016, we had an ambitious target of 38% women at management level. Through organisation changes and our focus on equal representation in recruitment, we achieved 36.4% women at management levels, 5.4% higher than the 2015 Danish financial market benchmark. In 2017, we will maintain our focus on this issue, and to qualify and motivate more women to apply for management jobs, we have signed an agreement with the Danish Diversity Council. This means that we will be entering into a partnership with a number of Danish companies with the aim of sharing knowledge on how to develop the next generation of female leaders.”

læs hele udgivelsen her

Morten W. Langer

Læs her notat med uddrag fra selskabernes årsrapporter og mangfoldighedsrapporter om politik for fremme af kvinder i organisationen.