Increasing Diversity in Management

Disclaimer: This policy is no longer valid.
Please see our Inclusion and diversity policy.

Purpose and Scope

Ambu wants to continually be able to attract the best and brightest employees and believes that a diverse and inclusive work environment ensures an agile and innovative business. In order to do that, it is important to have a focus on employee diversity and gender composition. Ambu also recognizes the social responsibility to ensure equal opportunities across the various geographies, where Ambu operates and to contribute to ensure that the possibilities for a career in Ambu are global in nature.  

The Executive Management Team has adopted this policy on Increasing Diversity in Management (the "Policy"). The purpose of this Policy is to ensure that "Ambu" defined as Ambu's A/S and associated companies, affiliates of Ambu A/S or any entity that is directly or indirectly controlled by Ambu A/S no matter the geographical location, have procedures in place to keep focus and continuously support initiatives to increase the diversity in managerial positions across Ambu.


Diversity is important to Ambu, and a part of this is to ensure a proportionate number of the underrepresented gender in management.

We celebrate the unique qualities, perspectives and life experiences, which define us as individuals. This includes our visible differences as gender, age, ethnicity or physical appearance, as well as religion, national identity and education. This creates a vibrant community of exchanging thoughts and ideas, because it is diversity of thought we value the most. 

Ambu does have a special focus on gender diversity to ensure as balanced a field of applicants as possible. It is a goal of Ambu that in 2023 each gender will be represented in Management with at least 40%. This ambition will never override that Ambu will recruit and promote the most suitable and competent person for any position within the company. Management is defined in Ambu as any person with people management responsibilities.

Diversity and ethnicity

Ambu also wants a diversified workforce. Available positions are given to the best candidate and since English is the official language of the company, we often employ other nationals than nationals of the country in which the company is placed. When an applicant without language-capabilities of the country they are employed in is employed, Ambu aids them in adjusting by offering language-courses. Ambu also help our expats around the world by ensuring they receive help and answers to the many questions that may arise in connection with the new placement, including taxation, work-authorisation, housing, schools and more. 

Working with colleagues of different cultures, ages, genders and ethnicity Ambu feels is a valuable asset to both the professional and social atmosphere of our company. 

Board of Management

Ambu wants to achieve a broad composite of qualifications and competences among the board members. The members should together have sufficient knowledge, insight and professional experience to understand Ambu's activities and the risks connected hereto. 


The individual salary for each employee is set from an evaluation of the employees' role and position, professional experience, length of employment, education and responsibility, complexity of the position held, local market conditions, the business unit and individual performance.

Ambu has a focus on diversity and inclusion, and any employee's salary will be set without prejudice, and based solely on merit. 


Annually, the geographical locations will be reporting on the progress to further diversity in Ambu. This will ensure momentum and continued focus on both gender representation and diversity in general within the company.


The Policy must be adapted on an on-going basis to reflect changes in Ambu's activities and must be reviewed and if necessary revised at least once a year.