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A workplace where everyone can thrive

DSV promotes a dynamic workplace that fosters inclusivity and diversity. As a global organisation, we have employees from all cultures, religious beliefs, ages and backgrounds, who bring unique skills and expertise to the company. This diversity plays an important role for our continued growth.

Employee development

We strive to attract, motivate and retain talented people in a culture of respect. We invest in the personal and professional development of our employees by offering a wide variety of global and local training programmes. These cover areas such as leadership, sales, customer service, trainee programmes and much more. This is supported by extensive training offerings, which are available through our own online training platform. 

Our focus on development builds employee competencies and provides pathways to career success, and we are proud to be continuously recognised as an employer of choice in different regions in the world:

Great Place To Work in 2021 – India 
Good MPF Employer in 2020 - Hong Kong 
Friendly Workplace award in 2020 – Poland 

Learn more about a career at DSV

Diversity and inclusion

We believe nurturing and leveraging diversity and inclusion gives us a business advantage in today’s market. We have formalised these beliefs in our Diversity and Inclusion Policy which applies to all employees across DSV, including the Executive Board and the Board of Directors.

Read our diversity and inclusion policy

Diversity of the Board and Executive Management levels
Our Board of Directors comprises 38% women and 62% men, which we consider a fairly equal gender composition*. Three of our eight board members live in countries other than Denmark and have foreign citizenships. 

The gender composition of our Executive Management, comprising the Executive Board, Group Executive Committee and Executive Vice Presidents, is unchanged from last year, characterised by a low female representation. To accelerate an equal gender distribution at the highest management levels, in 2022 the Nomination Committee of the Board of Directors has considered these issues as part of the Executive Board’s longer-term succession planning. Consequently, it has been decided to work towards a target of 40% female representation at Executive Management levels in large Danish companies within the DSV Group in 2030. The development of initiatives to reach this target will continue into 2023.

* Equal gender composition is defined in accordance with guidance from the Danish Business Authorities

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Helle Bach, Executive Vice President,
Group HR

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