We believe that having a balanced workforce with equal access and opportunities for anyone wishing to join and progress within our company is essential to our success and contributes to ensuring a good working environment. We emphasise this focus through our recruitment, advancement and talent management practices and policies as well as through training initiatives. Diversity & Inclusion mindset To promote diversity thinking and knowledge among leaders in DSV, we have decided to strengthen our existing training programmes by making recruitment, diversity and bias training mandatory for people managers and HR staff. These topics will also be added to our global leadership training programmes. By applying these initiatives, we intend to increase awareness about diversity in general and create an understanding of potential biases and stereotyping that may limit our ability to see individual differences and capabilities and removing barriers for equal opportunities in general. The initiatives will focus on a broad understanding of diversity, covering gender, race, religion, age, disability, sexual, religious or political orientation, national origin and social/ cultural backgrounds, and will also focus on how our workplaces can become even more inclusive. Recruitment In DSV, our aim is to always hire the best candidate, based on merits and competencies relevant to the specific job. We do not evaluate skills based on or discriminate against gender, race, religion, age, disability, sexual, religious or political orientation, national origin or social/ cultural background or any other characteristic protected by law. When recruiting for senior management positions, it is a requirement that both female and male candidates with relevant skills and competencies are presented, no matter whether recruited internally or externally. Any non-compliance with this requirement must be explained. Also, when recruiting for senior management positions, the process will entail mandatory personality and cognitive ability assessments of the candidates. When using headhunters to fill open positions, it is a requirement that they present both female and male candidates, without exception. 3
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