Every 10 seconds, somewhere in the world, two people develop diabetes and one person dies from diabetes-related complications. This makes diabetes one of the leading causes of death across the globe. The disease currently affects more than 366 million people and this number is expected to grow to 520 million by 2030. We are committed to changing diabetes.
Novo Nordisk is the world leader in diabetes care. Founded 89 years ago, we have pioneered many therapeutic breakthroughs in diabetes care. Today, diabetes remains our primary focus, accounting for almost 75% of total sales.
In addition to diabetes, we have a leading position within biopharmaceuticals i.e. the therapeutic areas of haemostasis management, growth hormone therapy and hormone replacement therapy.
Make a difference
As an employee at Novo Nordisk you will have the potential to make a difference to both patients and society. Together we improve treatment outcomes for people with diabetes and other chronic diseases. By improving treatment we will not only keep patients healthy and productive, but we also help their families and their communities.
We already employ more than 40,300 employees in 75 countries who strive to make a difference every day. Join us and you will have the opportunity to grow and develop your career with a company with high employee commitment and satisfaction (83,3 on average on a 100-scale in internal satisfaction surveys). And that has been ranked among the best places to work in Denmark, Argentina, France, Poland, South Africa and the US. Read more.
So take the next step towards a life-changing career.
A global onboarding process ensures that all new employees are being
introduced to The Novo Nordisk Way, our therapy areas, our business
and workplace. We want to integrate you into your new role quickly and
effectively and thereby get your life-changing career off to a good
At Novo Nordisk we all have an individual development plan (IDP).
Your IDP enables you to set both short-term and long-term goals for
your career. You will meet with your manager annually to outline or
revisit your development plan and to identify your strengths and
development needs. You will most likely include a variety of
activities in your plan, depending on your goals and your preferred
learning style. Examples of activities include: job rotations,
on-the-job training,mentoring, coaching, and external/internal
Our People Performance Process (3P) sets a global standard for performance management in Novo Nordisk. As an integrated part of the Novo Nordisk Way of Management, it ensures alignment of individual goals with our business goals to drive results and meet customer needs. With clear and measurable goals, everyone knows what is expected of them and it is easier to assess and reward performance and to spot and develop talent.
At Novo Nordisk, leadership is a high priority. We believe that leadership development is about becoming more aware of others and yourself – both intuitively and intellectually. It is about recognising your strengths and weaknesses and how they show in your interaction with others. Our talent and leadership programmes are designed to help you become more aware of yourself and others through experiential exercises (intuitive awareness) and theories (intellectual awareness).
New Department Managers Programme
If you move into a leadership career and become a department manager, our New Department Managers programme will ease the transition from functional expert to department manager. The aim is to enable you to recognise and acknowledge how you can best fulfil your role as a people manager at Novo Nordisk. You will be working with interpreting and understanding the Novo Nordisk Way and the application of specific methods plus the philosophy behind them. The overall theme is personal leadership and its surrounding topics.
Global Talent Programmes
The purpose of the Global Talent Programmes is to accelerate the development of our people managers and project managers.
The programmes will help clarify your strengths and needs and facilitate your transition to the next leadership challenge.
The talent programmes aim to provide challenging and unique development opportunities intended to promote both personal and career growth through practical and moving experiences.
Besides our Global Talent Programmes we have a range of local talent and leadership programmes that are specifically designed to meet the needs of the line of business.
The Novo Nordisk Way includes our vision, our values and our commitment to the Triple Bottom Line principle. This provides a foundation to ensure that we stay on course: That we are focused on innovation. That we stay socially, environmentally and financially sound. And at the same time that our employees experience a positive work environment and conditions.
When you work at Novo Nordisk you come to realise that our company culture is more than words on a piece of paper – we live our values every single day. The values are the foundation for our business decisions. We have an inclusive culture where employees feel empowered and consensus is valued. Our commitment to quality and our focus on maintaining high ethical standards goes hand in hand with living up to our responsibilities to shareholders, patients and society.
Our values are global, but they are also owned and lived at a local
level, providing flexibility and fostering diversity in ideas.
Diversity is important to Novo Nordisk; we aspire to attract, develop and utilise the best people globally, and be a company where employees thrive and see career opportunities regardless of their background. A diverse workforce is good for business; it allows us to better understand our customers’ needs and it enhances innovation. It increases our ability to work cross-culturally and expand into new markets, and gives us a better understanding of the communities in which we operate, thus increasing our ability to create value for our stakeholders.
Diversity has been an integral part of Novo Nordisk's business approach for more than 17 years. Anchored in our approach to equal opportunities and human rights’ principles, we took our point of departure back in 1998. In 2009, a five year diversity ambition was launched to ensure diversity across all senior management teams, focusing on gender and nationality. At the end of 2014, more than 75% of the Senior Vice President teams met the aspiration.
We are aiming at increasing diversity at all levels of the organisation and expect to see a change in our team compositions at all management levels in the coming years. Furthermore, we expect leaders at all levels to recognise that each individual leader has a responsibility for supporting the diversity agenda by practising inclusive leadership in their day-to-day work.
For more information on our annual performance, see our Annual Report (PDF).
For more information about our latest activities, see our Reporting to UN Global Compact Communication on Progress (PDF).
NovoHealth is our worldwide employee health programme. NovoHealth is
seeking to develop a workplace culture that promotes and supports
healthy living for all employees – an opportunity for Novo Nordisk to
practice what we preach! NovoHealth focuses on:
We believe in the value that is created by people who are engaged in what they do. TakeAction! is our employee engagement programme, inviting our employees to translate the Triple Bottom Line principle into practise. We are privileged to have employees all around the world who demand that we give them opportunities to support people with diabetes and others who rely on our products, to preserve the planet and improve the quality of life for its inhabitants. Read more.
Employees are able to develop skills and gain experience outside their own function and therefore follow their career path to new business areas while remaining with Novo Nordisk.
Novo Nordisk’s values are of great importance to our stakeholders and to our ability to attract employees. We need employees who are ambitious and focused and who want to work for a company that prioritises ethical behaviour and social and environmental responsibility. And combine these with attractive, sustainable financial returns. This is the core of our Triple Bottom Line approach to business. And so we are proud that we can report successes in the areas of environmental and social responsibility, in addition to our strong financial results.
As a measure of our progress in expanding access to diabetes care, we also made progress in increasing adoption of our long-established differential pricing policy for insulin sales in least developed countries and our Changing Diabetes® in Children programme was recently expanded to include Bangladesh as its sixth developing country.
So if, like us, you measure success by more than just financial return, Novo Nordisk could be your ideal place to work.