Goal #1 – Diversity

As a male-dominated company in a male-dominated industry, gender equality has been a priority for Ragn-Sells diversity ambitions, with well-defined goals for gender equal representation.

Goal: The culture in Ragn-Sells is inclusive and non-discriminative where diversity and gender balance amongst company leaders is the norm.

Actions to achieve these goals have included making job advertisement and recruitment processes more attractive for women applicants. These efforts are now paying off with a steady improvement in gender balance. During 2024, we saw an increase among women in leadership positions, with women being 50% of new recruited leaders.

Ambitions related to gender equality:

● At least 50% of all new leadership recruitments are to be female until 2030.
● Wanted position 2025: Women in Profit & Loss leadership teams: 35%
● Women in Succession Planning: 40%
● Women in Leadership positions: 30%
● Wanted position 2030: 50/50 gender balance in all leadership positions and leadership functions.

Recent years have expanded our view on diversity towards building an inclusive culture in order to attract and retain people from different backgrounds. Diversity in experiences, skills, and thoughts is key to securing all necessary skills for the transition to a circular economy.

"Diversity is more than gender balance. It gives us more perspectives, which is good for business, innovation, and our working environment.”

Susanne Schumann, Chief Human Resources Officer at Ragn-Sells Group

During 2024, all employees in human resources attended a diversity workshop in order to create a common understanding on how diversity is a method for Ragn-Sells to continuously improve both our organisation and our business offer. This effort contributed to moving the business culture from a more limited focus on gender balance, towards integrating diversity as business critical.

Employee surveys from 2024 showed that this attitude is starting to sink in and that our efforts to communicate diversity benefits have had an impact and improved our working environment. For example, the results indicate a higher understanding of the need for communication and collaboration in order to understand different points of view in a diverse organisation.

As the business continues to grow and develop, diversity is a continued priority.

During 2025 we will focus on diversity training for our management positions. By fostering inclusion, we build the foundation for innovation and business development, while achieving our sustainability goals.

Whistleblower channel

During 2024, 9 (5) incidents were reported through the whistleblower channel, and there were 0 (0) convictions related to violations of human rights, labour law, or other violations of legislation related to social aspects such as discrimination or harassment.

Our diversity, equity, and inclusion believes:

Age diversity

Requires continous learning and provides knowledge exchange and a better understanding of customers.

Our 5C’s

Our cultural framework that sets expectations for leadership and behaviour.

LGBT+

Requires that our workplace provides psychological safety to be able to be our authentic selves.

Cultural diversity

Provides different insights and a variation of perspectives.

Individuals needs

Different working models in different life phases promotes a better well being.

Gender balance

Our strategic committment to Diversity, Equity & Inclusion with the goal of maintaining equal pay.