At DHI, all employees are ambassadors of DHI’s purpose and sustainability efforts. They are the channel through which we influence, educate and co-create with our clients to develop solutions to handle and protect water environments.
As a 2023 average, our workforce amounted to 1,093 full-time equivalents (FTEs) compared to 1,022 in 2022. The largest concentration of people is at our offices in Hørsholm, Denmark (HQ), Singapore and Prague, the Czech Republic.
Diversity
The underrepresented gender remains females constituting 39% of the workforce by the end of 2023, a slight increase from the year before (2022: 38%).
As of 1 January 2023, DHI is required to set a target and a policy for the share of the underrepresented gender in 'Upper management', defined as the CEO and the executive vice presidents (the Executive Leadership Team, ELT) as well as their direct reports with leadership responsibility (vice presidents or directors). The share of underrepresented gender and targets are as follows:
1) CEO and executive vice presidents (ELT) as well as their direct reports with leadership responsibility (vice presidents or directors)
2) Executive Leadership Team, vice presidents, directors, department heads and local management, excluding the Board of Directors.
In 2023, the ratio between women and men in the Board of Directors, including employee-elected board members, was 37:63 (2022: 50:50). Excluding employee-elected board members, the ratio between women and men was 40:60 (2022: 60:40) and met the Danish Business Authority’s gender diversity requirements.
Like 2022, the ratio between women and men in DHI’s Executive Leadership Team was 33:67 in 2023. The gender diversity in Upper management was 22:78 by year-end 2023 (2022: 20:80), and in all leadership positions it was 30:70 (2022: 28:72). Despite these improvements from the year before, the current gender diversity ratio in leadership positions is below our targets. We have set a target of 40:60 by 2030 for all management groups, including the Executive Leadership Team (ELT), Upper management and all Leadership positions.
We believe a diverse workforce and inclusive environment are essential for innovation and progress. In 2023, we have initiated various initiatives aiming at increasing the share of under-represented gender, such as minimising the unconscious bias in the recruitment process. We also reiterated our approach to diversity, equity and inclusion (DEI), which aims to foster diversity across gender, race, ethnicity, nationality, religion, abilities, orientation and age. Our focus is on attracting new talent for their fresh perspectives, while also retaining experienced professionals to maintain diversity and inclusion at all levels. To foster awareness and address unconscious gender biases, we will conduct regular training sessions for staff and decision-makers. These sessions will cover topics such as gender and LGBT+ equality, diversity and inclusion, and unconscious bias.