Diversity

In recruitment, we select the best individual for a particular position while ensuring equal opportunities and non-discrimination as part of our values-based framework.

The foundation of Novo Nordisk's approach to diversity is guided by the United Nations Universal Declaration of Human Rights. People seeking employment with Novo Nordisk, or those already employed with the company, have the right not to be discriminated against because of their background in respect tof gender, sexual orientation, age, disability, marital status, religion, colour, race, ethnic origin or political orientation. Novo Nordisk works to ensure equal opportunities with regard to recruitment, conditions at work, remuneration, training and promotion, and termination of employment.

To implement the strategy, we are building accountability and creating relevant goals. In 2011, we will also:

• further embed diversity into our People process with a focus on talent attraction, training, leadership and talent development, and selection processes
   
• continue to focus on creating diversity and inclusion plans in the affiliates and business areas
   
• improve the level of English competency via e-learning as a means to improving the effectiveness of global collaboration.
  

Examples of important initiatives taken to drive diversity and inclusion within Novo Nordisk in 2010 include:

• Women in management networks
• 2nd Global Diversity Summit
• Launching of a cultural awareness tool

Women in management networks
The percentage of women in senior management at Novo Nordisk remains small compared to our overall gender composition. Attracting, retaining and developing women into management positions can support growth around the globe. To this end, several initiatives have been launched to help Novo Nordisk achieve its goal of greater diversity and inclusion in the workplace.

In 2009 the Women in Novo Nordisk initiative (WINN) expanded to Denmark with the successful launch of the HQ WINN network. In both the US and at headquarters, a key  outcome has been an energized network of professional women in the company determined to help each other meet the challenges women face in the workplace.

In 2010 the WINN Network in Denmark hosted its second annual event where 160 managers participated, half of them women. This year, all invited female managers were asked to invite a Novo Nordisk man, or "twin", who they would like as a partner in this debate. The theme of the event was "Selecting the Best" The design was chosen to create a context for both male and female perspectives to ensure commitment, as this is what is needed in this challenge of addressing the barriers for women in Novo Nordisk.

The Spectra Leadership Programme for Women was launched in August 2010. It was designed to support experienced women managers in clarifying their career ambitions, increasing their personal insight and providing them with feedback on how to achieve their desired goals. The first programme was evaluated as highly successful by participants. The second programme will be held in January 2011 and will be attended by managers from headquarters and global participants from International Operations (Latin America, Africa, North Africa and Middle East, Asia (excluding Japan)) and Region Europe.

In addition to female talent attraction initiatives, development and promotion are vital to increasing the number of women in management positions. The participation of women managers in the Lighthouse and Greenhouse talent programmes is one way in which Novo Nordisk seeks to accomplish this goal.

Global Diversity Summit
A second Global Diversity Summit was convened in Copenhagen in September with 42 participants from senior management, line of business and global stakeholders.  The purpose was to examine the progress on diversity with presentations of best practice from the US, Europe, and Denmark. A third global summit is planned to be held in 2011.

Cultural awareness tool
To further support cultural awareness in the organisation, a Culture e-learning tool was launched and made available to the global organisation.  The use of the tool has been embedded in culture workshops held in research and development and our patient safety department.