Diversity, equity and inclusion

By celebrating and valuing our differences in background, experiences and perspectives, we become a world class place to work, grow, learn and do business with – and unlock the innovation that helps us see new possibilities.

Diverse challenges demand diverse perspectives

It’s only by prioritising equitable possibilities for all that we can succeed in pioneering solutions to the world’s water and climate challenges.

Whether you’re thinking of working for us or working with us, you’ll encounter a diverse and inclusive workplace where people feel valued, respected and supported. We commit to clear targets and initiatives to ensure we continue fostering this environment.

Grundfos is our people, and diversity, equity and inclusion drive our business. It’s key to our aspirations of being a world-class place to work and grow, ensuring we’re an inclusive, innovative company to do business with, and playing our part in making society stronger.
Poul Due Jensen, CEO
If we succeed in building an inclusive culture supported by equitable processes, we unlock the power of diversity and build a more sustainable future.
Ulla Grøn, Head of DE&I

Empowering the possibility in every person

Climate change affects us all. No situation will have the same solution. By embracing our diversity as a force for change, we solve problems and build solutions together, seeing the possibility where others can’t. The power of new ways leads to new possibilities to solve the world’s water and climate challenges.

Purpose at our core

Take a deep dive into our core values and discover how embracing diversity is a key factor throughout, driving innovation and growth.

Our aspiration

We want to welcome all possible solutions to complex challenges for the benefit of our people, our customers and the planet.

The Grundfos DE&I Council – eight appointed leaders and two employee-elected members from across the organisation – oversee the development and governance of this aspiration.

To ensure our intentions become actions, five themes drive our DE&I approach:

  • Leadership commitment
  • Inclusive and equitable culture
  • Recruitment and advancement of women
  • Early career development
  • Representation of people with disabilities

We set clear targets for each theme. See the progress we’re making in the Social Impact chapter of our Sustainability Report.

Leadership commitment

We expect our leaders to live and breathe diversity, equity and inclusion, meaning that they must demonstrate inclusive behaviours and mindsets and be active role models and ambassadors for our DE&I principles. 

Inclusive and equitable culture

We unlock the power of diversity and foster innovation by ensuring everyone feels welcomed, valued, respected and supported. This requires building safe spaces at work, where colleagues feel empowered to take risks and bring their full selves to work without fear of judgement or reprisals.

Recruitment and advancement of women

We strive to lead the way towards a better gender balance – in Grundfos and in the industry. We will continue our work in increasing the representation of women and strengthening the pipeline of female leaders.

Representation of people with disabilities

We offer colleagues with physical, mental, cognitive, or sensory disabilities the tools and support to thrive at Grundfos, whether in our offices or at our production sites. We commit to providing reasonable workplace accommodations so all Grundfos employees can bring their best selves to work.

Early career development

We support new colleagues to grow professionally. We strive to create a purposeful environment where our younger employees are nurtured and gain the necessary support and experiences to advance their careers.

Employee Resource Groups

Everyone should feel respected and valued for their unique potential and passion. That’s why you can join one or more of our Employee Resource Groups (ERGs), employee-led forums offering colleagues a safe place to connect, learn and share openly about identities, stories and perspectives. 

Our ERGs formally create spaces for people to share specific interests, but also solve a common challenge – to meet and build a strong sense of belonging by bringing their whole self to work.  

Each ERG is sponsored by two senior leaders who provide support and feedback to help achieve the desired outcomes. The sponsors are joined by drivers: engaged employees who have volunteered to lead the dialogue and debate in the ERGs to productive conclusions.

As the ERGs grow, we hope to welcome even more groups to Grundfos. 
Currently, our four Employee Resource Groups are:

Pride@Grundfos

Future@Grundfos

Women@Grundfos

Abilities@Grundfos