Diversity, Equity & Inclusion Policy
Introduction
At Sophie Bille Brahe ApS (SBB) we are committed to cultivate and preserve a culture of mutual respect, inclusion, and diversity. We believe that diversity, equity, and inclusion (DE&I) are fundamental to our values, our people, and the long-term success of our business.
This Diversity, Equity, and Inclusion (DEI) Policy outlines our commitments, principles, and expectations for fostering a fair, inclusive, and respectful working environment where all individuals feel valued, respected, and treated equally.
We recognise that building an inclusive organisation is a continuous process. We are committed to creating equitable opportunities for all and to improving our practices through our daily actions and ongoing strategic initiatives.
Overall accountability for our DE&I policy and commitments sits with Anne-Sofie Møller, CEO at Sophie Bille Brahe.
Purpose
The purpose of this policy is to establish a common framework for Diversity, Equity, and Inclusion at SBB. It aims to:
- Provide clear guidance on our DE&I commitments and responsibilities
- Create awareness of inclusive behaviours and practices
- Support all employees in contributing to a respectful, inclusive, and equitable workplace
Scope
This Policy applies to:
- All employees, across all management levels, whether full-time or part-time, or temporary
- Contractors, freelancers, and business partners
The principles outlined in this policy apply to behaviour, actions, and communications both internally and externally.
Our Understanding of Diversity, Equity & Inclusion
Diversity refers to the range of individual differences, identities, experiences, skills, and perspectives that people bring to the workplace. This includes, but is not limited to, ethnicity, nationality, skin colour, religion or belief, gender, gender identity or expression, sexual orientation, disability, age, socio-economic background, professional background, work style, and life experiences.
Equity recognises that individuals have different circumstances and experiences and that fairness may require different levels of support or adjustment. At SBB, equity means actively identifying and addressing barriers to ensure fair access to opportunities, resources, and outcomes.
Inclusion is the intentional practice of creating an environment where all individuals feel welcomed, respected, and empowered to contribute. Inclusion enables employees to bring their authentic selves to work and ensures that diverse perspectives are valued and heard.
Non-Discrimination & Equal Oppurtunity
SBB has zero tolerance for discrimination, harassment, bullying, or retaliation of any kind.
We are committed to providing equal opportunities in all aspects of employment, including recruitment, compensation, benefits, training, promotion, performance management, and termination.
Discrimination based on any protected characteristic, including gender, gender identity or expression, sexual orientation, age, race, ethnicity, nationality, religion or belief, disability, or any other status protected by law, will not be tolerated.
Our Commitments
SBB is committed to actively promoting Diversity, Equity, and Inclusion across all levels of the organisation.
In December 2022, our CEO signed the UN Women’s Empowerment Principles (WEPs), reaffirming our commitment to gender equality and women’s empowerment. Guided by these principles, we commit to:
- Promoting non-discrimination and equal opportunities
- Supporting professional development for women and girls
- Advancing gender equality across leadership, pay, and career progression
While gender equality is a core priority for SBB, we recognise that diversity is multidimensional and that an inclusive workplace must address all forms of inequality and underrepresentation.
Fair & Inclusive Practices
We are committed to:
- A zero tolerance against any kind of bullying, harassment, and discrimination.
- Providing fairness and equality for our employees. Provide equal access to opportunities in sour recruitment, retention, promotion, and career development processes and throughout the workplace.
- Creating processes that foster inclusion, psychological safety, and mutual respect.
- Working towards diverse and balanced teams across the organisation.
Specific Initiatives
- Gender and age diversity is monitored on all levels of the organisation.
- Recruitment processes are based on objective criteria focused on competencies, experience and potential.
- Managers are required to follow SBB’s Hiring Guidelines and use the Interview Scorecard throughout the recruitment process to support objective decision-making and mitigate unconscious bias.
- Our onboarding programme for new employees involves a presentation of SBB’s focus on diversity and inclusion including this policy.
- All employees must apply SBB’s Inclusive Language Guide in internal and external communications to ensure respectful, accessible, and inclusive language.
Responsibilities
Manager Responsibilities
All leaders and managers have a responsibility to be aware of biases in practices and activities. For new recruitments to recognise/reward colleagues based on their merits, skillset and behaviours aligned with our company values, we will promote a role model within inclusive leadership.
Employee Responsibilities
All employees are expected to engage and support a culture of inclusion that actively challenges discrimination and treat others with dignity and respect.
Supplier & Partnerships
We expect all our partners and suppliers to comply and act in accordance with this policy.
Education & Training
All members of the management team are required to complete a mandatory online Diversity, Equity, and Inclusion (DE&I) course. This is followed by a team-based DE&I training session led by the ESG team to support practical application and shared understanding. All new managers joining SBB are required to complete this training as part of their onboarding.
All employees are expected to be familiar with the principles and commitments outlined in this policy. Employees are encouraged to seek further clarification, training, or support from their manager or the ESG team where additional understanding is needed.
Grievance Mechanism
Any employee or partner who believes they have experienced behaviour that breaches this policy is encouraged to report the concern to:
- Their manager
- Executive management
- The Grievance Procedure & Whistleblower Policy
All reports will be managed in a confidential, unbiased, and timely manner. A breach of this policy will not be tolerated and may lead to disciplinary actions. Any reported breaches will lead to an internal investigation.
Review and Governance
The DE&I policy is updated, reviewed, and approved by the executive management when necessary or at least on an annual basis.
If you have any questions regarding this policy, please do not hesitate to contact us esg@sophiebillebrahe.com
The policy has been approved by the executive management of Sophie Bille Brahe ApS, 21st January 2026.
