NOVO NORDISK

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At Novo Nordisk, we are driving change for generations. As an employer we offer a sustainable, equitable and transparent rewards proposition that ensures everyone feels respected, valued, included and proud to work for Novo Nordisk. That’s why we aspire to ensure living wage, pay equity, inclusive benefits, and transparent rewards structures globally.

1. We have formed a Sustainable Rewards Council formed of senior leaders from all around the world that focuses on driving meaningful change in pay equity and transparency by being ambassadors of education, communication, change management and providing non-binding advice.
2. Living Wage: Specifically, around living wage we commit to ensuring employee salaries and benefits paid for a standard working week to meet at least the minimum living wage of given country plus around 20%. This allows for the purchase of the goods and services (food, housing, transport, etc….), necessary to support local basic standard of living that is culturally appropriate and socio-economically defensible.
3. Pay Equity:
a. We commit to achieving a balanced gender representation across all managerial levels.
b. We no longer ask for salary history information from internal and external candidates during hiring process and focus on what rewards proposition would make the position attractive for the candidate
c. We provide rewards insights to people leaders about their organisation via dashboards with dynamic data that they can use when making pay decisions
d. Annual pay gap reporting published internally and externally in the Annual Report and the Global D&I Yearly Report.
4. Inclusive Benefits: We aspire to conducting inclusive benefits gap analysis at country level to remove unnecessary exclusions

In our endeavour to be a sustainable employer we are making conscious efforts to ensure that our policies and practices are aligned to this goal. EPIC will provide us the platform to not only access expertise across a diverse range of stakeholders but also enforce our commitment to closing the wage gap. The aim is to bring in standardization and globalization through achieving global minimum standards and bring in the outside-in perspectives for capability building within our TRM community.