ORSTED MALAYSIA
Awards and Recognition:
Company details
AddressLevel 32, UOA Corporate Tower, Avenue 10, The Vertical, 8, Jalan Kerinchi, Bangsar South, 59200 Kuala Lumpur
Industry
Renewable Energy
Vision
Let’s create a world that runs entirely on green energy
Head Count
770
Winners' Profile
View
Website
www.orsted.my
Explore opportunities with us!
https://orsted.my/careers/vacancies?page=1#ctry=malaysia|
A diverse workforce doesn't just look good on paper — it's a catalyst for innovation. At Orsted Malaysia and beyond, nurturing an inclusive environment isn't just a nice-to-have; it's essential. It's about honoring every person’s worth, making each employee feel valued, and ensuring they're empowered to make unique contributions to the company. This not only boosts productivity which elevates morale and encourages talent to stay, but also acts as a guiding compass to create a more inclusive future for all.
Jevan Nambyar, Head of People & Development, Malaysia and Singapore
At Ørsted, we believe talent is diverse by nature and that our differences accelerate our market success and help us realise our vision. Societies and talents are diverse – our workforce should reflect that. Everyone at Ørsted should feel they have an equal opportunity to belong and build a career.
With over 91 nationalities in 14 different countries, an age average of 40 across the globe, and +9,000 employees, we strive to be an inclusive workplace where people are respected for who they are, valued for the unique perspectives they bring, and rewarded fairly for what they achieve. Ørsted wants all employees to have the same opportunities for impact and growth, no matter their age, race, ethnicity, place of birth, gender, sexual orientation or whether they have a disability.
Our commitments to inclusion of diversity as a company
- Embrace inclusion — we all understand the business case for diversity and its bottom-line impact, but we know we cannot leverage this without inclusion. Using this understanding, we will ensure that everyone is included; we seek to increase everyone’s impact and avoid fostering diversity without inclusion.
- Lead the way with honesty and share our learning — people pay close attention to our intentions, actions, words, and results whether we have leadership responsibilities or not. We will weave inclusive behaviours into our ways of working and into our decision-making processes. We will be open with our challenges, what we learn, and encourage curiosity from all. Everyone plays a part, and everyone should be able to see, hear, and feel the shift towards inclusion.
- Act for change — through the resources available to us, we learn more about our own role modelling responsibilities. We commit to an ambitious vision for diversity, equity, and inclusion at Ørsted and learn about the key tools and actions at our disposal to make this happen.
DE&I Training
Diversity, equity, and inclusion (DE&I) is embedded in the core of our approach and global growth. The DE&I journey is continuous, and we support this by creating learning pathways for all our employees to develop the knowledge and skills required to play their role in making Orsted an inclusive workplace. Training modules includes topics such as creating psychological safety, embracing challenging conversations, exploring exclusion/inclusion, understanding unconscious bias, and managing micro-behaviours.Bullying, Discrimination, Harassment Awareness Campaigns
Creating a safe and inclusive workplace is our priority at Ørsted. We host seminars as part of our Bullying, Discrimination, Harassment Awareness Campaign – aimed to achieve the following:- Understanding the issues - get insights into what constitutes workplace bullying, discrimination, and harassment.
- Empowering action - learn how to effectively intervene and respond to these issues.
- Supporting colleagues - gain the skills to support colleagues who confide in you about unwelcome experiences.
- Navigating protocols - understand company-specific reporting and response procedures.
ØrstedIN: Moving forward, together
Ørsted IN is our global network of networks, led by passionate employees who believe in creating an inclusive workplace through safe spaces for all identities. These groups offer support to their own communities, encourage allies to take an active role in advocacy, lead on educational sessions, and provide guidance on policy and processes.- Gender IN - to support women and other marginalised genders in realising their full potential.
- Disability IN - to ensure that Ørsted is disability inclusive and has a working environment that is fair and understanding of colleagues with disabilities.
- LGBT+ IN - to enable LGBTQ+ people in all regions to thrive, develop, and grow.
- Community and Culture IN - to support and promote an inclusive workplace culture of respect and equal opportunity. We educate, celebrate, and create a real environment for important discussions.
Gender Ambition
We aim to integrate our DE&I efforts into structures beyond our workforce and strengthen processes and practices that promote diversity in all its forms. That is why we work with leaders, processes, and policies to bring our vision to life and why we have decided to start our journey with a gender balance ambition of 40:60 – which is 40% women and 60% men across Ørsted by 2030. We track this at three levels: senior director and above; people managers; all employees.This is an ambitious goal. It requires that we attract, recruit, develop, sponsor, engage, and include women at every level and step of the way. It requires us to revisit our culture and leadership values, to ensure they include behaviours that help women and everyone else to thrive.
Employee Voice Committee (EVC)
The Employee Voice Committee (EVC) consists of representatives nominated by the employees themselves – which contributes towards creating inclusive and safe working environments by facilitating discussions and action with management on issues raised by their fellow colleagues.This helps to build open and trusting relationships between management and employees which can lead to organisational success.
