Diversity & Inclusion
We are committed to ensuring our corporate structure and workplace reflect our respect for diversity and inclusion (D&I).
CEO Statement
“Our success begins with ensuring every employee feels welcomed and has equal access to opportunities.”
Nils Bolmstrand
CEO, Nordea Asset Management (NAM)
“Our success begins with ensuring every employee feels welcomed and has equal access to opportunities.”
Nils Bolmstrand
CEO, Nordea Asset Management (NAM)
What does D&I mean to me?
Our staff members share their views on D&I at NAM
"Someone once told me diversity without inclusion doesn't have any positive effect. You can have a very diverse pool of people working in the same team but if they don't feel included, it just doesn't add any value—NAM has been very supportive of my journey and it has made all the difference."
Maryann Miranda Cuenca 
"I like the fact that all NAM employees are invited to contribute to a more diverse and inclusive NAM by getting involved in one or several D&I key initiatives. I am looking forward to bringing my own personal values into this. Specifically, I would love to create a working parents group to ensure that working parents embrace their identity as parents and benefit from the learnings of being a parent in their careers."
Anne Oberbillig 
"If you are passionate about sustainability and want to make an impact on addressing climate change issues, working in the Asset Management area might not be the first one you consider. We need to change that perception as the financial sector is the centre of this massive climate transition. My wish is to enrich NAM's inclusive culture and help making it the best workplace for top talents".
Remus Puspan 
"I have also been very fortunate to work in highly diverse teams where I found that being able to come just as you are allowed for high levels of creativity and collaboration. I was thrilled to see NAM launch an ambitious D&I agenda last year and volunteered in one of the initiatives that is close to me."
Elisabeth Van Sante 
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"I like the fact that all NAM employees are invited to contribute to a more diverse and inclusive NAM by getting involved in one or several D&I key initiatives. I am looking forward to bringing my own personal values into this. Specifically, I would love to create a working parents group to ensure that working parents embrace their identity as parents and benefit from the learnings of being a parent in their careers."
“I am looking forward to joining this initiative and to contribute sharing the values of Nordea, and our Nordic identity across NAM and especially outside of Scandinavian locations, by helping our people to feel that Nordea is the best work place for them, where they can feel welcome, heard, respected and valued.“
"If you are passionate about sustainability and want to make an impact on addressing climate change issues, working in the Asset Management area might not be the first one you consider. We need to change that perception as the financial sector is the centre of this massive climate transition. My wish is to enrich NAM's inclusive culture and help making it the best workplace for top talents".
"I have also been very fortunate to work in highly diverse teams where I found that being able to come just as you are allowed for high levels of creativity and collaboration. I was thrilled to see NAM launch an ambitious D&I agenda last year and volunteered in one of the initiatives that is close to me."
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40+ nationalities
Present in 18 countries
Women in leadership positions
No gender should exceed 60% representation on any level of hierarchy
Diversity & Inclusion is a vital part of our corporate DNA.
Our governance structure reflects this reality and it is embraced at the highest levels within the company.
- Senior Executive Management (SEM) is responsible for the D&I agenda at NAM . Policies on Diversity and Inclusion set out the principles for D&I within the NAM workplace in order to accelerate progress towards a diverse, inclusive and equitable culture. This requires anchored ownership and integration in daily processes in all parts of the organisation. D&I instructions apply to all NAM entities, including their employees and non-permanent staff. Instructions are reviewed annually.
- The D&I Committee, chaired by NAM’s CEO, is responsible for advising and approving managerial hires and promotions through confirmation or validation of hiring managers’ compliance with NAM Recruitment Guidelines and processes. In order to promote a diversified and inclusive workplace, the D&I Committee reviews and approves all recruitments and promotions of leaders, and ensures that the NAM recruitment process is followed in a satisfactory way.
- The D&I Forum , chaired by a member of the Executive Management Team, consists of up to 20 employees that oversee the D&I strategy and are responsible for defining, driving and prioritizing strategic, local initiatives which stem from business needs. The forum also advises on the design, implementation and ongoing maintenance of the D&I Governance framework.
- The D&I Ambassadors are employees who have volunteered to drive or support initiatives or take part in D&I projects.
- The D&I Agenda is built up on four pillars; diversity, equity, inclusion and belonging. Initiatives are designed to accelerate progress towards a diverse, inclusive and equitable culture within NAM. Initiatives are driven by the D&I Forum and anchored in Senior Executive Management.
- The D&I Policy sets the direction for Nordea’s integration of equal opportunities, diversity and inclusion . With this we ensure a fair, equal and inclusive workplace while at the same time the relationships with our customers and society. The policy aims to support Nordea and its employees in their work and decision making. This is the link to the policy > https://www.nordea.com/en/doc/nordea-diversity-inclusion-policy.pdf
D&I Highlights
Internal Ambassadors
Our D&I ambassadors work to enhance NAM's culture through initiatives aimed at empowering employees and increasing their involvement.
Annual Employee Survey
Our D&I Survey is a culture assessment of staff’s personal values as well as current and desired company values. The survey allows staff to contribute to an even more inclusive, faire and better place to work.
Inclusive Job Ads
Because language can be biased, NAM utilises a software that scans our job ads to ensure they cater to all prospective employees in a neutral, unbiased way.
NAM Mentorship Programme
A two-tracked mentorship programme for a diverse group of people with the desire of advancing further either as a specialist or in a leader role. The programme aims to support the participants personal and professional development through mentoring.
Unconscious Bias Awareness Training
Unconscious biases can be a huge setback in creating a truly diverse and inclusive workplace and can also impact business activities. Therefore, all teams in NAM are required to participate in an Unconscious Bias Awareness training session.
Credentials & Partnerships
Nordea supports Pride
We are part of a larger organization which is also committed to the D&I agenda