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A.P. Moller - Maersk
Sustainability Report 2021
Social | Diversity, equity and inclusion
Introduction and strategy
Diversity, equity and inclusion In 2021 we have added a focus on equity to our work on diversity and inclusion. With equity now on the agenda, we now look at diversity, understood as who is 'in the room', inclusion, which looks at 'how do we create a sense of belonging for all the people in the room', and equity, exploring who is trying to get into the room but cannot, which obligates us to locate the barriers and processes that might prevent individuals from joining our business. Ensuring and increasing diversity, equity and inclusion (DEI) in Maersk remains driven by our Values and the need to attract and retain talented employees. For these reasons, we have made the area of DEI a special priority in our ESG strategy. In addition, employees increasingly hold us accountable for our actions and policies to protect and further
the rights of vulnerable groups that experience discrimination in society. More recently, customers, investors and benchmarking agencies have also turned their attention to how we secure DEI. Listening to employees In 2021, we conducted our first global inclusion survey. We want to ensure that our understanding of issues such as discrimination, harassment, diversity and inclusion are aligned with employee expectations, and to create a baseline for measuring the effects of our activities going forward. The survey measured employees’ experiences within seven areas: leadership accountability, attraction and recruitment, equitable career progression and development, inclusive
Progress on ESG
Data and assurance
Why it matters
environment, psychological safety, retention and discrimination, harassment and/or bullying. The overall conclusion of the survey is that employees experience a strong culture of inclusion, where they feel a sense of belonging. Results also indicate that management commitment to DEI positively impacts the employee experience. Future priorities The survey results also point to areas of improvement. For example, psychological safety is an area we must improve. Our future work in this area includes the launch of an anti-discrimination, harassment, violence and bullying policy. We will also work to ensure that we uphold equitable processes and practices, inspired, among
It is a Core Value in Maersk and a basic responsibility not to discriminate against our employees. Discrimination bars people from living up to their full potential, creates inequality and less stable and prosperous societies. Moreover, we need diversity of thought to continue to improve and develop our business, and facilitating a culture where everyone feels comfortable and is treated fairly, will help us gain access to a larger, more diverse pool of talent.
Ambition We want to facilitate diversity of thought and create a more diverse, equitable and inclusive workplace at Maersk, where our employees feel able to bring their whole selves to work and contribute to their fullest. A key priority is to foster gender diversity as this is our largest gap and where there is particular spotlight on company performance.
5.1 5.5
10 . 2 10 . 3
Targets Target for the Board of Directors: Three women on the Board of Directors, if the Board consists of less than twelve members, and four women, if the Board consists of twelve or more members
In 2021, our first two rainbow containers, designed to create awareness of LGBT+ rights, toured the world. We are now engaging with more customers and planning a significant expansion of this product, with several dozen containers set to go on the road carrying specific customer cargo and visiting customer sites for their internal engagement and awareness activities.
2025 • >40% women in management (Supplemented by specific targets for different leadership levels. See figure on p. 41) • >30% diverse nationality of executives
