Fostering a safe and inclusive culture where our high-performing, engaged teams can thrive and deliver their best
At Danfoss, we have a people-centric approach that centers on inclusion, safety, and learning and development.
To deliver on our customer promise, we empower and invest in our global teams. We demonstrate the Danfoss behaviors every day, while focusing on operational excellence, sustainable innovation, and a customer-centric approach.
We are committed to creating a fair, inclusive, and safe workplace where everyone is respected, supported, and able to contribute their best. This is essential to developing the capabilities needed to push the boundaries of what is possible.
As one of our three step-change initiatives, we believe that inclusion and equal opportunities drive high engagement and enable high‑performing teams. Underpinned by the principles of fairness and transparency, we are committed to building and maintaining an inclusive workplace culture that provides equal opportunities for all our employees, regardless of who they are or where they work.
We believe that equal pay for work of equal value, regardless of gender, is a key element of inclusion and fundamental to attracting, motivating, and retaining engaged, high-performing teams. As such, Danfoss is committed to fair and competitive compensation and benefits, including paying all employees a living wage.
Ambitious targets driving our performance
Supporting our focus on inclusion, we have set a 2030 target that measures inclusion and belonging across Danfoss. To address fairness and equity in the workplace, we have also set a 2030 target to address gender pay gaps.
- Inclusion: We aim to achieve an inclusion score of at least 80 by 2030.
- Gender pay gap: We remain dedicated to ensuring equal pay for work of equal value. To support this ambition, we have set a target to ensure the total net gender pay gap remains below 5% globally towards 2030.
Learning and development
At Danfoss, we are committed to creating a culture of continuous learning and development. To achieve this, we follow the globally recognized 70:20:10 learning model, where 70% of learning and development comes from on-the-job experience, 20% from working together and learning from each other, and 10% from formal training.
As most learning takes place through hands-on experience, our employees are encouraged to take on new tasks, challenging projects, and lead initiatives. This approach ensures learning is directly connected to real business impact. Our employees benefit from mentoring (both as a global program and a self-service mentoring platform), coaching, and peer-to-peer collaboration.
We foster knowledge sharing across teams and geographies, creating strong networks that support career development and innovation. We also offer a wide range of formal training opportunities, including leadership workshops, technical courses, and digital learning platforms, enabling employees to gain specialized knowledge and certifications.
Promoting inclusion through our Employee Resource Groups
Employee Resource Groups (ERGs) support our efforts to build a more inclusive workplace and strengthen employees’ sense of belonging. The groups are open to all employees and focus on creating spaces for connection, dialogue, and shared learning that enhance the overall employee experience.
Our ERGs help bring different perspectives into the conversation, highlight areas where inclusion can be strengthened, and encourage understanding across differences.
Employees can connect through ERG communities focused on Pride, Multinational & Nations, Genders, Abilities, and Generations, alongside social domains addressing topics such as well-being and parenting. Activities include seminars, events, and awareness-raising initiatives that explore topics such as unconscious bias, neuroinclusion, inclusive work environments, and mental health.
