Our people

We firmly believe that diverse teams are more innovative and perform better. We strive to create an inclusive, growth-oriented culture that empowers our team members to be themselves and boldly share opinions.

Results are created by motivated, engaged, and empowered people. Our ambition is to offer equal opportunities to all our colleagues, no matter who they are or where they work. We expect our leaders to embrace their role as inclusive leaders and ensure everyone feels valued, respected, and safe to contribute their best – thus driving workplace engagement.

To support our customers with the best solutions and services, we invest in our people, providing continuous learning and career development opportunities. 

In 2024, Danfoss' employees represented 131 nationalities. 30% of our colleagues are women, but only 24% of our leaders are women. Therefore, we have set targets for a more diverse leadership: 30% women in leadership positions by 2025 and 80% management team diversity by 2030. This means a minimum of two nationalities and genders in all Danfoss leadership teams at management levels 1-4. Responsibility for our people strategy lies with our Executive Vice President, Group Human Resources.

We know that to meet these targets, we must build our leadership pipeline through succession planning and talent development. We have seen steady progress every year but also realize that it will take more time to reach our stretched 30% target of women in leadership positions.

Danfoss recognizes that diverse perspectives come in many forms: visible and non-visible, education, work experience, skills, gender, age, nationality, race and ethnicity, sexual orientation, disability status, religion, and more, depending on local adaptations. 

Women in leadership positions is a key metric for improving gender balance in the organization and increased in 2024 to 23.7% (2023: 22.1%), the highest increase ever in the share of women in leadership roles at Danfoss.

We remain committed to our target of achieving 30 % of women leaders, but we have realized that it will take longer than expected. In many of our Group Shared and Corporate functions, we have gender parity, also in leadership positions.

However, like many other companies in our industry, we are faced with systemic gender balance challenges within business areas such as technical sales, operations, and engineering. To tackle these challenges, we have launched a number of initiatives to fuel our pipeline of women leaders.

Improving the gender and nationality diversity of our global leadership teams in levels 1-4 is also one of our key focus areas. After achieving a very strong increase of 8.1%-points in Management Team Diversity from 2022 to 2023, we saw a decrease of 2.4%-points to 73.1% in 2024. However, we are confident that we are well on track to reach our target of 80% for 2030. 

Our integrated annual report provides a holistic view of Danfoss’ business, value drivers, strategy, governance, as well as sustainability and financial performance.