Our Approach to Promoting Human Potential and Diversity

It is our ambition to always offer a healthy, safe and developing working environment for all employees, customers and external partners in Asetek.


Our most important resource is our employees. Therefore, we will work to create a safe, healthy and developing working environment in which all employees can unfold their professional and personal potential in the best possible way. However, Asetek is responsible not only for facilitating employee conditions in a socially responsible and fair manner, but also for promoting a culture in which employees consistently act responsibly towards customers, colleagues, Asetek and society in general. We will also promote equality and diversity, including increasing the proportion of the underrepresented gender at all levels of management.
As part of our newly updated commitment to sustainable development (Asetek’s sustainability policy), we are committed to continuously work to identify, prevent or mitigate potential and actual adverse impacts on human rights that we may cause or contribute to.


All managers conduct employee development dialogues on a regular basis throughout the year. Ongoing dialogue is an important tool that helps us to nurture personal and professional development as well as prevent or mitigate incidents of stress or illness in our busy everyday life at Asetek. We have IT systems for registering sick leave, so we are always able to monitor the overall level of sick leave in Asetek. Despite our focus on our employees mental and physical health, the sick leave was 5.3 days per 100 FTE’s in 2020. The number of sick leave days per FTE is considered as low both in year 2019 and year 2020 as the average of employee sick days a year was 7.3 according to Danmarks Statistik. The character of the sick leave was non-severe. We had one work accident registered in 2020 which was also of minor severity. We continue to update and train our employees in safety procedures regarding the use of machinery, electronic equipment and chemistry used in our products and production. Our employee handbook informs about all relevant aspects of working at Asetek, i.e. work environment, IT, health and safety procedures, legal issues, communication, and Asetek’s values and culture. It was updated in 2019 and a few iterations have been made in 2020. During 2020, we began planning how to apply a systematic approach in our management of the UN Guiding Principles on Business and Human Rights (UNGPs) and conduct impact assessments to identify actual and potential adverse impacts on human rights that we may cause or contribute to among our employees.

Promoting deversity

During 2020, we met our goal of at least 20% female representation at board levels. As of December 31, 2020, the Board consists of 80% male and 20% female members. We have now increased its goal to 30% female representation, the goal to be met in 5 years. When evaluating new potential board members, the Board of Directors encourages female candidates, while at the same time continues to search for relevant experience specific to Asetek. At other management levels, there is 17% female representation at the end of 2020, which is a decrease from the year before (18%). During 2020 the Company has continued to actively encourage women to apply for open positions as well as it has continued its communication with educational institutions which trains both male and female candidates. During the year, the Company has worked extensively with corporate social responsibility topics and has strengthened its focus on and awareness around being an appealing workplace and has thereby generally sought to increase interest from both male and female applicants.

Learn More About how we Promote Human Potential and Diversity

Beacuse we are very committed to sustainable development and recognize our own responsibility in this regard, we have made a Sustainability Report in which you can learn more about our approach to promoting human potential and diversity (among other things).

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