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Diversity and inclusion

At Nykredit, it's important to us that we, as a business, mirror the customers we serve and the society we form part of. We also believe that we can create the best workplace when we, as colleagues, bring diverse skills, backgrounds and experiences to the table.

Internal mobility

Nykredit is owned by an association of customers, and in this spirit we have made a pledge to provide development and opportunities to colleagues who will and can make a difference. 

This also means that we've set clear benchmarks for internal mobility – that is, how many of our colleagues move on to a new role at Nykredit when they're ready to take the next step in their careers.  

We don't aim to fill every role internally but always consider the individual business area's need to welcome new skills and experiences – and we also hire new colleagues from outside Nykredit.

Our benchmarks for internal mobility

  • By 2027, at least 60% of our vacancies should be filled by colleagues from our own ranks. 
  • By 2027, at least 70% of our vacant management positions should be filled by colleagues from our own ranks. 

We also aim to have an equal gender balance in Nykredit's leadership team over time. We have therefore set an interim target: 

  • We want to have 45% women and 55% men in our leadership team by 2030. 

Our approach to diversity and inclusion

At Nykredit, we believe that diversity and inclusion are essential to running a business driven by customer centricity, team spirit and drive. We believe that together we are more. We strive to have a diverse workforce that mirrors the customers and communities we serve.  

And we are working purposefully to ensure that our processes provide equal opportunities for all. This includes recruitment, promotions, maternity/paternity leave, employee development and pay. 

Read our diversity policy

Examples of how Nykredit promotes diversity and inclusion:

  • Our pay structure makes for a high level of transparency and objectivity, while also supporting equal pay. Our pay structure integrates a clear correlation between the individual employee's pay, job content and skills.  
  • We seek to use gender-neutral language in job advertisements to attract a wider and larger talent pool. 
  • We have established a number of guiding principles for our recruitment process to securerepresentatives of both genders when we recruit new managers.  
  • Mothers, fathers and co-parents are each entitled to 26 weeks of paid parental leave. At Nykredit, we do not believe that finances should dictate how the individual family distributes parental leave.   
  • We have signed the Gender Diversity Pledge of the Confederation of Danish Industry and adopted its 16 principles to promote gender diversity for Danish businesses.  
  • Through our partnership with the association Equal Access we have offered a number of young people with refugee experience and ethnic minority backgrounds a student job.  
  • We are case partners to the think tank Equalis and the Diversity Barometer 2025 – a partnership which gives us a strong knowledge base on equality and gender diversity, just as we contribute inspiration to promote the diversity agenda in a corporate context.