We are committed to fostering an environment of respect, openness, and inclusion.

Our direction for LGBTQ+ inclusion focuses on driving everyday inclusion to create equal opportunities for a healthy life. To cultivate a truly inclusive environment, we have implemented policies and initiatives that consider the diverse needs of our employees, including our LGBTQ+ employees, and fostering a workplace where everyone feels valued and supported.

Our aim is to ensure that the spirit of Pride is not only reflected in our words but is also deeply embedded in our actions.

To ensure our initiatives drive relevant and impactful actions that resonate within the community, we collaborate with LGBTQ+ advocacy organisations. This collaborative approach supports a culture of inclusion and reinforces our commitment to supporting LGBTQ+ colleagues.

Initiatives such as the Rainbow Laces campaign encourage employees to wear rainbow-coloured shoelaces as a symbol of solidarity with the LGBTQ+ community. This campaign aims to foster discussions around physical and mental well-being while supporting LGBTQ+ experiences in fitness. By encouraging participation, we initiate meaningful conversations and actions that enhance inclusivity, creating an environment where everyone can thrive.

Photo of Ersoy and Kristoffer Wiedemann with their son Anton

Our partnership with Pan Idræt, Denmark's largest LGBTQ+ sports organisation, exemplifies our commitment to fostering inclusivity and promoting equal opportunities for healthy living. Through this collaboration, we create welcoming environments for physical activity, enabling employees to engage in a supportive community.

Parental leave is an integral part of the employee life cycle. As a company, we offer policies and procedures for employees to take time off from work, to provide support and flexibility to balance  personal and professional responsibilities.

In early 2022, we launched a global parental leave policy offering a minimum of eight weeks of paid leave within the first year of becoming a parent to all non-birthing parents globally, regardless of gender. From January 2025, we will extend that leave from 8 weeks to 14 weeks to further align it with a birthing parent. This change will establish a global minimum standard of 14 weeks for Gender-Neutral Parental leave, applicable to all parents regardless of gender identity.

Our ambition is that recognition of the non-birthing parents' right to leave will result in greater inclusion and equality for parents – both at work and at home.