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Diversity, Equity and Inclusion

DIVERSITY, EQUITY AND INCLUSION

We prioritise building a workforce that reflects our employees' diversity and developing skilled teams through extensive talent development programmes, establishing these as fundamental priorities that shape how we operate and grow.

        3.4         5.1, 5.5        8.5, 8.6

 

Stakeholder Groups Most Concerned

Employees; NGOs, Industry Groups and Local Communities; Government Agencies and Regulators; Investors

Why It Is Important

We recognise that our success depends on both creating an inclusive workplace and developing
talents. Diversity, Equity and Inclusion (DE&I) combined with strong talent development form the
foundation of our organisational strength and future growth.

We acknowledge that promoting DE&I in the workplace fosters dynamic talent and business growth, enabling us to build robust succession pipelines at all levels. Among the benefits is the ability to develop people leaders who set the tone for openness and transparency while embracing new ideas and ways of thinking, creating an environment where talents can thrive and reach their full potential. On the contrary, a lack of diversity at management level can lead to narrow strategic focus and even a poor understanding of diverse customer needs, leading to missed opportunities and potentially impacting our reputation.

 

Our Approach

Our strategy integrates diversity and talent development through interconnected frameworks that support individual growth and organisational success.

Our People Strategy is built on three key pillars: Driving High Performance, Healthy and Thriving Organisations, and Developing Our People. At the heart of a Healthy, Thriving Organisation is Diversity, Equity and Inclusion (DE&I), where we embrace diversity, drive equity and foster an inclusive culture. As we embed the Growth Culture to support our Accelerate SAIL strategy, we are guided by five Growth Culture Principles (GCP) to shape the right behaviours. Through GCP #2 - ‘We foster an environment of positive energy and compassion’, we reinforce our DE&I agenda, aligning with Carlsberg DE&I pillars.

 

We celebrate all major festivals nationwide with our employees, including the Harvest Festival, to honour a diverse workforce.

We celebrate all major festivals nationwide with our employees, including the Harvest Festival, to honour a diverse workforce.

DE&I 

‘DIVERSITY ALONE DOES NOT DRIVE INCLUSION’

 

Our journey reflects thoughtful progression. From 2021 to 2022, we focused on raising awareness and developing leadership capabilities. In 2023, our priorities were to integrate DE&I as fundamental value for our employees, with an increased emphasis on Equity and driving DE&I beyond our organisation. By 2024, our approach had evolved to place greater emphasis on emotional and psychological safety, while we continue expanding initiatives beyond ourorganisational boundaries.

 

TALENT DEVELOPMENT

Our talent development strategy centres on the Carlsberg Global Talent Management Framework of KNOW GROW FLOW. This approach aligns with our GCP, particularly GCP #5: 'We empower, support and grow our people to reach their full potential'.

The three key pillars of Carlsberg’s overarching People Strategy — Drive High Performance, Healthy, Thriving Organisations and Developing Our People — serve as critical enablers to Accelerate SAIL, underpinned by our GCP. Beyond talent development, our GCP fuel innovation, champion inclusivity and create a workplace where everyone can thrive and reach their full potential.

Our development offerings are guided by the Carlsberg Learning Principles of 70/20/10. This proven methodology maximises learning effectiveness by leveraging diverse approaches, where development primarily comes from experiential learning (70%), followed by exposure-based development (20%) and formal education (10%). This balanced approach ensures expansive development through practical experience, collaborative learning and structured training programmes.

We strengthen leadership capabilities through the Carlsberg Leadership Suite, seamlessly integrating the 70/20/10 learning model into our development programmes. By combining experiential assignments, collaborative group discussions and facilitator-led training, we create a dynamic, engaging and sustainable growth journey for our employees.

We strengthen leadership capabilities through the Carlsberg Leadership Suite, seamlessly integrating the 70/20/10 learning model into our development programmes. By combining experiential assignments, collaborative group discussions and facilitator-led training, we create a dynamic, engaging and sustainable growth journey for our employees.

 

Our GCP #5 amplifies our commitment to talent development. Through the Carlsberg Global Talent Management Framework of KNOW GROW FLOW, we equip our people with the capabilities to excel, build resilience, drive meaningful engagement and improve talent retention, while ensuring a strong leadership pipeline.

Progress/Achievements


Throughout 2024, our DE&I journey reached significant milestones, driven by strategic initiatives that fostered deeper engagement among employees. The launch of our Employee Assistance Programme enhanced employee well-being support, while seven Open Forum sessions created new pathways for dialogue. These forums promoted psychological safety and workplace improvement through voluntary cross-functional participation, encouraging broader perspectives and open feedback.