People & culture Retention and attraction To sustain the right workforce It is crucial for us to ensure that we can attract and retain the competencies and profiles needed for us to drive our business. Thus, talent retention and attraction are a high priority on Demant’s people agenda. Many of the markets where we operate are at present characterised by a very high demand for labour, especially in certain areas where we need specific competencies. In some areas, there is also a trend of increasing levels of resignation, which imposes a risk to our business. Consequently, talent retention and attraction are of high priority to us. Based on our knowledge of global trends in our business, we consider our employee turnover rate of 20.3% to be represent- ative of our global business. In the last six months of 2021, we had a higher employee turnover rate with waged workers than with salaried workers. The latter includes our Hearing Care business area where turnover is traditionally higher than in our other business areas. Employee turnover rate is calculated by dividing the total number of terminations (voluntary and involuntary) with the average number of employees during the reporting period. The employee turnover rate is calculated on the basis of the 60% of the Demant population that has reported relevant numbers into our HR data management system for the full calendar year. To keep Demant an attractive place to work, while also improving business performance, we have many initiatives in place globally. • We have a global Demant position paper on workplace flexibility that guides the Demant Group, influenced by local conditions, to implement concrete policies to ensure the flexibility of working partly from home if the tasks allow. • We have introduced a new Group position paper on diversi- ty, equity and inclusion at Demant. • We have continued to work with our Leadership Framework to develop and train all managers on what leadership at Demant means. • We run an annual global engagement programme and have a follow-up process to make sure, that we continu- ously follow and react on how our employees feel about working at Demant. • We have created a new Career Framework to support managers and employees in seeing all the exciting career opportunities in the Demant Group. With a global fight for personnel, we are highly dedicated to our talent acquisition and several initiatives endorsing this. We benefit from strong company brands that attract talent to Demant, the core target groups being engineers and audiologists. Read more in note 2.5 89 Demant ∙ Sustainability Report 2021
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