Employment and Education
Nordstern aspires to become a more diverse and inclusive company to reflect the diversity of the society around us and attract the most competent employees no matter their gender or other diversity factors. To do so, we must be inclusive and an attractive workplace for everyone.
Education and development of employees
Nordstern are dedicated to training the next generation and contributing to their employment.
We do this by:
- Offer our employees courses taught by either internal or external specialists. The courses are free of charge for the employees and incorporated into our career development program.
- Inviting selected employees to join our internal multi-stage management education.
Interns
Nordstern is also committed to developing the next generation and supporting their employment prospects. One way we do this is by recruiting interns for our projects throughout Denmark. We have set an annual target for the number of interns we aim to recruit.
The internships help young people acquire valuable skills and knowledge for a career in the construction industry.
For Nordstern, the internships also provide an opportunity to recruit new talent that can contribute to the organisation’s continued growth.
Diversity
Historically, the construction industry has been a male-dominated industry, and many specialist fields have been considered to be only for men. However, this is slowly changing, and at Nordstern, we are aware of the challenges that remain in the area. We want to be part of the solution that promotes equality and diversity and therefore actively strive to attract more qualified employees – regardless of their ethnic background, gender, sexual orientation, disability, religion or age.
In 2025, women accounted for 17% of Nordstern's workforce, the majority of whom were employed in office-based functions such as legal, HR, finance and communications, where women represented 48% of employees. Female representation remains limited in operational roles within the construction industry, where women accounted for 12% of employees.
In 2025, women represented 7% of the company's management team, defined as the Executive Management Board and the managers reporting directly to it. There were no women on the Board of Directors.
By 2027, we aspire to have at least 25% female representation in management, whereas there are no set target figures for women on the Board, as there are only two members. The increase in female representation must me secured through recruitment processes.
In 2024, we developed a more detailed diversity policy to supplement our existing non-harassment policy. The policy were implemented in 2025. This diversity policy goes beyond gender and addresses other aspects such as age, nationality, ethnicity, sexual orientation, and anti-discrimination measures.