The Diversity Pact – framework conditions and joint action for diversity

It is time for joint action for diversity. It is necessary, and it is now - but it will not be easy. Therefore, it is important that we stand together.

Denmark needs to get back alongside the other Nordic countries - not only as regards gender diversity, also in terms of talents regardless of age, gender, ethnicity, sexual orientation, etc.

 

We invite everyone to join
We need the strength of the Danish collaborative culture if we are to reverse the development. Therefore, we invite all companies and organizations, large and small, across Denmark to join and show support for the Diversity Pact.

Join us and show your support
As a signature of the Diversity Pact, your company shows support for the 15 recommendations for better framework conditions for diversity. At the same time, you can contribute with new proposals, ideas and experiences, so that together we achieve better conditions for creating diversity and inclusion in the Danish labor market. When your company joins in the Diversity Pact, you also commit to working for change locally in the company or organization through  the 5 transformation principles.

We must dare to have an open dialogue about what is difficult
We must dare to have an open dialogue about what is difficult. It will not be equally easy for everyone to reach the 40 percent target. That is why it is important that we are open about the challenges. We must dare to talk about the social structures in Denmark that create gender differences, stereotypes, bias and habitual thinking. If we cannot talk about the challenges, we will never create real change.

More action and more open debate needed
The Diversity Pact has two pillars. It calls for both action in companies and for an open political debate of the framework conditions that impact the work with diversity and inclusion in Danish companies and organizations. Because companies and organizations cannot do it alone. Diversity and inclusion in the labor market is about the culture at the workplaces; but it is also about the culture around the workplaces.

Sign up here

Danish Chamber of Commerce and Above & Beyond Group 

 

De 5 principper

The Diversity Pact's 15 recommendations are divided into 3 sub areas

The gender gap in educational choices and the labour market

  • That a political expert group be set up to research and make recommendations on how we get more of the under-represented gender into education that we can see leads to senior positions in businesses.
  • Higher education development contracts will include a clause obliging programmes to identify, highlight, and address existing gender imbalances in their programmes and ensure that admissions appeal to both male and female applicants.
  • Breaking down gender stereotypes of professions, sectors, and education; for example, by increasing practical skills and integrating the Sustainable Development Goals in primary schools and in the revision of teacher training.
  • Funding research into the causes of gender bias in education, as well as didactics and interventions to ensure better education for boys, as well as girls.
  • Teacher training should be adjusted, so that understanding technology and digitalisation becomes a subject area in its own right. Technology awareness and digital literacy will also be introduced as compulsory subjects in primary, intermediate, and secondary schools.

Work-life balance

  • Strengthening the service system to provide better childcare and cleaning services. We propose that the current deduction of DKK 6,200 per person in the household be increased.
  • Strengthening extended and more flexible opening hours in the country's daycare centres and meeting the childcare guarantee in the country's municipalities.
  • Creating better conditions for establishing support services, e.g., through gross pay schemes for help at home, such as childcare, meals, cleaning or other similar services that meet this purpose.
  • That the au pair scheme is maintained and that it does not become so expensive that only a few families will be able to use it.
  • The establishment of an independent diversity think-tank to provide evidence and analysis to address the cultural and structural barriers that prevent both women and men from reaching their full potential in the labour market.

Denmark as an international labour market with room for diversity

Reduce waiting times for processing foreign labour applications - to a maximum average duration of one month, including the processing of entry and residence of related family members.

  • The threshold for foreign workers to accept a job offer in Denmark is reduced to DKK 360,000.
  • The requirement for a Danish bank account is abolished to make it easier for foreign employees to start work in Denmark.
  • That companies subject to § 107d of the Danish Financial Statements Act can order a free employee profile overview from Statistics Denmark once a year.
  • It should be possible to get English subtitles on state-funded news programmes such as TV Avisen on DR1.

Read more about the 15 political recommendations here

Facts about the gender distribution in Danish companies

Overall, there is an imbalance in the representation of women and men in the private sector, where women make up 37 percent of the employees.

If we move up through the management levels in Danish companies, this imbalance intensifies. At middle management level, the representation of women is 23 percent. In the Danish executive committees, women make up 15 per cent, and in the Danish boards, women hold 19 percent of the seats.

If we look at the industry level, the gender distribution among women and men also varies greatly from industry to industry. The companies thus have very different prerequisites for creating equal representation at all levels in the organization. The figures show a need for action and change of course.

Kontakt

Arbejdsmarked, uddannelse og forskning

Johannes Orheim

CSR -konsulent