At DHI, our employees are the heart and brain of our purpose and sustainability efforts. They lead the way as advocates, educators and collaborators, working hand-in-hand with our clients and partners to create innovative solutions that safeguard and nurture water environments.

 

As a 2024 average, our workforce amounted to 1,126 full-time employee equivalents (FTEs) compared

to 1,093 in 2023. We work across offices in 26 countries with the largest concentration of people at our offices in Hørsholm, Denmark (HQ), Singapore and Prague, the Czech Republic.

 

The underrepresented gender remains females constituting 38% of the workforce by the end of 2024,

a slight decrease from the year before (2023: 39%). DHI has set targets and a policy for the share of the underrepresented gender at management levels. 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.

By the end of 2024, the ratio between women and men in the Board of Directors, including employee-elected

board members, was 37:63, the same as in 2023. Excluding employee-elected board members, the ratio between women and men was 40:60, the same as in 2023, and met the Danish Business Authority’s gender diversity requirements. The ratio between women and men in DHI’s Executive Leadership Team was 50:50 end of 2024. Effective 1 January 2025, as a consequence of the restructuring from four to three global business units completed end of 2024, The Executive Leadership Team changed from eight to seven members, and the ratio between women and men in the Executive Leadership Team changed to 43:57. The gender diversity at both Upper Management level and across all leadership positions improved in 2024. For Upper management, it was 26:74 by year-end 2024 (2023: 22:78), and for all leadership positions it was 32:68 (2023: 30:70).

 

The gender balance figures show that DHI is on target for the Board of Directors and the Executive Leadership Team, and that we are making progress towards achieving the targets for Upper Management and for all leadership positions. However, further efforts are still needed to reach our goal of 40% women in leadership by 2030 and requires ongoing focus.

 

We believe a diverse workforce and inclusive environment are essential for innovation and progress. Our approach to diversity, equity and inclusion (DEI) goes beyond gender and aims to foster diversity also across race, ethnicity, nationality, religion, abilities, orientation and age. To this end, we are prioritising cross-border collaboration e.g., international assignments to build networks and mobility and internal talent consideration for open positions. As of 1 January, 2025, the ELT consists of four Danish, one US, one Australian and one Singaporean citizen.

DHI strives to be a great place to work for all employees and to have zero discrimination or harassment grievances. As stated in DHI’s Code of Conduct, we do not practise any form of discrimination in hiring and employment practices, including access to training, promotions and rewards on the grounds of race, colour, religion, gender, sexual orientation, age, physical ability, health condition, political opinion, nationality, social or ethnic origin, union membership or marital status. Moreover, our Non-harassment Policy and guidelines states that no employee or manager should silently tolerate or witness unwelcome conduct that leads to a hostile work environment.