Diversity, equity and inclusion

We are convinced that diverse and inclusive workplaces create the strongest foundation for long-term success. Bure and our portfolio companies aim to foster a culture where all employees have equal opportunities to grow and thrive. Sustainability is not only about the environment, it is also about people. We want to ensure safe, fair and developmental workplaces where differences are viewed as strengths.

We believe true inclusion begins with clear targets, transparency and a culture of integrity and collaboration. This is also the basis for sustainable decisions and sound governance. To translate our ambitions for diversity, equity and inclusion into concrete action, we have defined clear targets, both internally and for our portfolio companies. We believe that inclusive leadership and broad representation strengthen innovation capacity, improve decision-making and create long-term profitability.

Diversity, equity and inclusion in our own organization

We work for gender equality in practice, ensuring representation, skills development and employee engagement. Our targets are:

A 40/60 gender balance among employees
Provide at least 40 hours of training per employee annually

Diversity, equity and inclusion in portfolio companies

We expect the same level of ambition from our portfolio companies and follow up on their progress. Our targets are to:

Achieve a 40/60 gender balance on boards by 2028
Achieve a 30/70 gender balance in executive management at overall portfolio level by 2028
Ensure that portfolio companies falling behind conduct a diversity and inclusion assessment and implement necessary measures

We continuously track progress and actively support portfolio companies on their journey toward more equal and inclusive workplaces. By promoting skills development and ensuring representation at all levels of the organization, we create conditions for every employee to contribute and thrive, regardless of background, gender or experience.

Our ambition is clear: to be a role model in active ownership where inclusion is an integral part of both culture and strategy.

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Results 2024

Bure: Diversity by gender and age

	Men	Women	<30	30-50	>50
Board	50%	50%	0%	0%	100%
Employees*	50%	50%	20%	60%	20%

^{* Employees incl. the management team (consisting of the CEO and CFO).}

Portfolio: Diversity by gender and age

	Men	Women	<30	30-50	>50
Board	71%	29%	4%	24%	72%
Executive team	73%	27%	0%	48%	52%
Managers	72%	28%	3%	62%	35%
Employees	62%	38%	18%	62%	20%

^{Represents an equally weighted average distribution from the portfolio companies.}

Bure: Employees

Employment contract	Men	Women	Total
Permanent	5	5	10
Temporary contracts	1	0	1
Of which full-time	5	5	10
Of which part-time	1	0	1
Total	6	5	11

‍^{Bure has a consultant who worked full-time at Bure in 2024 who is excluded from the above table. Employment data is full-time equivalent (FTE). Temporary and part-time employees refer to interns. Bure had no employees without guaranteed hours in 2024.}

Bure: Employees who had a performance review

Employee categories	Men	Women
Employees*	100%	100%

^{* Employees incl. the management team (consisting of the CEO and CFO).}

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Bure: Code of Conduct

Bure: Whistleblower function

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Incidents of Corruption

Bure and Bure's portfolio companies = no incidents of corruption occurred 2024

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