Novo Nordisk Annual Report 2021
Contents
Introducing Novo Nordisk
Strategic Aspirations
Key risks
Management
Consolidated statements
Additional information.
Our aspirational target was announced alongside two
others in 2021:
non-binary gender, recognising that some employees may not
wish to be categorised.
-
Create an inclusive culture where all employees have a sense
-
of belonging and equitable opportunities to realise their
potential
Achieve a balanced gender representation across all
managerial levels
Achieve a minimum of 45% women and a minimum of 45%
men in senior leadership positions by the end of 2025
We define balance as the range between 45%-55% to leave up
to 10% flexibility for women and men while also allowing for
Women in leadership
2017
2018
2019
2020
2021
EVP/SVP
14%
13%
18%
24%
28%
CVP
28%
31%
33%
37%
39%
VP
33%
35%
35%
36%
36%
Senior leadership
31%
32%
33%
35%
36%
Director
42%
41%
43%
41%
44%
Manager
40%
40%
40%
42%
43%
All leaders
40%
40%
40%
41%
43%
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Novo Nordisk Annual Report 2021
18
Driving progress in diversity and inclusion
To create an inclusive workplace, we continuously review
our processes and policies. In 2021, we announced a new
global parental leave policy. From January 2022, we will offer
a minimum of eight weeks paid leave within the first year
of becoming a parent to all non-birthing parents globally,
regardless of gender. Our ambition is that recognition of
the non-birthing parents' right to leave will result in greater
inclusion and equality for parents - both at work and at home.
In addition, we conduct yearly equal pay reviews and take
mitigating actions in case of any identified pay gaps. Out of
the 34,000 positions² covered in the pay review in 2021, we
identified 1% with an equal pay gap³ and have taken corrective
action. Of the positions where an equal pay gap was identified,
152 are occupied by female employees and 131 are occupied
by male employees, indicating that there is no structural gender
bias in the way we pay.
Finally, in 2021 we introduced our global "Inclusion Index" as
part of our annual employee engagement survey. The index
is a numerical indicator of how our employees rate the state
of inclusion at Novo Nordisk. In 2021, 78% of employees rated
the statements about inclusion favourably. The score is below
average when benchmarked against other highly engaged
organisations. As a result, we have encouraged all leaders to
engage their employees in dialogue around how to improve
local inclusion and to identify concrete actions.
Mandy Marquardt is a professional track cyclist and is living with type
1 diabetes. She is representing Team Novo Nordisk, the world's first
all-diabetes professional cycling team
2. Excluding some populations and locations due to local regulations such as in the US
where a local process is in place
3. "Equal Pay gap" is defined as the employee's pay being significantly above or below the
expected pay given the employee's job level, tenure, job family and other parametersView entire presentation