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Equity, Diversity, and Inclusion

Our commitments

At Ørsted, we believe talent is diverse by nature and that our differences accelerate our market success and help us realise our vision.

On this page
What we expect from our employees
We make meaningful commitments
ØrstedIN
Embedding EDI in the core of our business
40:60 gender ambition
Societies and talents are diverse – our workforce should reflect that. Everyone at Ørsted should feel they have an equal opportunity to belong and build a career while maintaining a sustainable work life.


We strive to be an inclusive workplace where you’re respected for who you are, valued for the unique perspectives you bring, and rewarded fairly for what you achieve. We want all employees to have the same opportunities for impact and growth, no matter their age, race, ethnicity, place of birth, gender, sexual orientation, or whether they have a disability.

Putting our words into actions 

So far, so good. Right? We fully acknowledge that the hard work lies in translating our EDI commitments into meaningful actions that have tangible impacts for our employees and the communities we serve. It’s an ongoing journey, and we know we still have room to grow. 

We’re committed to being an equitable and inclusive organisation in all that we do – and we want to enable and empower our employees to learn and grow with us. So that we can move forward, together.

What we expect from our employees


We expect our employees to:

  • Be curious about equity, diversity, and inclusion, discuss and advocate for it.
  • Be open about their challenges and bring difficult thoughts and conversations into the light to challenge themselves – and others – to change.
  • Explore, share their learnings, and ask for or offer forgiveness when someone stumbles.
  • Be inclusive by contributing to an open-minded and supportive culture in which different perspectives are welcomed and leveraged, and where it’s safe to speak up with differing opinions.
  • Seek perspectives from people who are different from themselves.
  • Build a psychologically safe workplace.
  • Familiarise themselves with our tools on how to build an inclusive work environment.
We’re a global company with employees from around the world. A snapshot of our current employee demographics is shown below

We make meaningful commitments


We make our commitments meaningful based on three key values:

Transparency

We’re open and transparent about our progress. That’s why all Ørsted employees have access to employee diversity dashboards for an overview of current and historical data on diversity in Ørsted. We value openness and honesty and encourage our people to speak up and ask questions – even those that are difficult to ask and answer.

We aim to provide employees with the ability to directly engage with our EDI work through progress updates (e.g. town halls) and learning opportunities. Our employees can also continuously broaden their knowledge of EDI through our learning pathway: an interactive overview of all EDI learning resources that includes a leader-specific learning track for our leaders to find inspiration for upskilling their teams and continuously educating themselves on EDI.

Collective action

Our goal is clear: we want to centre fairness and ensure that everyone has a voice and sense of belonging. We want our workforce to reflect the communities we serve. But a chain is no stronger than its weakest link. That’s why we expect all our employees to be an advocate for our EDI values and take action in every way they can. Leaders and employees alike.

That’s the only way we can join forces and take collective action to create a world that runs entirely on green energy.

ØrstedIN: Moving forward, together

ØrstedIN is our employee resource groups, and they play an important part in ushering a diverse and equitable Ørsted. The groups are led by passionate employees who believe in creating an inclusive workplace through safe spaces for all identities.  

ØrstedIN groups support their own communities, encourage allies to take an active role in advocacy, lead on educational sessions, and provide guidance on policy and processes.

LGBT+ IN

LGBT+ IN

Our aim is to enable LGBTQ+ people in all regions to thrive, develop, and grow.
Race and Ethnicity IN

Race and Ethnicity IN

We’re passionate about fostering a more inclusive, ethnically diverse, and multicultural Ørsted that represents the many cultures and regions we work in.
Disability IN

Disability IN

Our aim is to ensure that Ørsted is disability inclusive and has a working environment that’s fair and understanding of colleagues with disabilities.

Embedding EDI in the core of our business

To develop the way we lead, equity, diversity, and inclusion (EDI) need to be embedded in our business strategy and central to all our decisions. That’s why we work with leaders, processes, and policies to bring our vision to life and why we’ve decided to start our journey with a gender representation ambition of 60:40. While this ambition focuses on increasing the representation of women, we also recognise and aim to support other underrepresented gender identities, including trans and non-binary individuals.
Furthermore, we work to think about sustainability as both a social and environmental necessity. Part of this journey is understanding the impacts climate change has on different communities and ensure that no one gets left behind in our mission to create a world that runs on green energy.

EDI in the employee lifecycle

Whether it’s about recruitment, growth opportunities, compensation, or paid leave: to us, looking after our people is a no-brainer. 
We prioritise treating everyone fairly and equitably – in every phase of the employee lifecycle.

Learn more

Social sustainability

Climate action is about more than lowering carbon emissions and developing new green technologies. As a leading global renewable energy company, we want to drive a build-out that works for people.  To best support these communities, our workforce should reflect them. As we continue our ambitions towards a more diverse workforce, investing in and recruiting from communities most impacted by climate change are integral to our success.

Read more about our social sustainability efforts

40:60
gender ambition

Our ambition is 40% women and 60% men across Ørsted by 2030.
We track this at three levels: senior directors and above; people managers; all employees. Where and when we can, we'll seek to move farther and faster.


Gender representation ambition

We’re starting with a special focus on gender diversity, even though our ambition is to include all aspects of diversity. Why? Because it’s a proven driver of business value. And because research indicates that reducing bias in culture, systems, processes, and policies around gender may reduce biases overall to the benefit of other under-represented groups.

We’ve committed to meet specific gender ambitions.

Our ambition is 40 % women and 60 % men across Ørsted by 2030. We’ll track this at three levels: senior director and above; people managers; all employees. Where and when we can, we’ll seek to move farther and faster and go beyond gender.

This is an ambitious goal. It requires that we attract, recruit, develop, sponsor, engage, and include women at every level and step of the way. It requires us to revisit our culture and leadership values, to ensure they include behaviours that help women and everyone else to thrive. 

Below is a snapshot of how we’re progressing*. We’re on our way to reach our 2030 target, but still need to work hard to ensure that we reach our goals – at all levels.

EDI in the employee lifecycle

Whether it’s about recruitment, growth opportunities, compensation, or paid leave: to us, looking after our people is a no-brainer. 
We prioritise treating everyone fairly and equitably – in every phase of the employee lifecycle.

Learn more