In an exclusive interview, Susanne Skippari, Chief People & Culture Officer of Carlsberg Group, discusses why inclusion is central to the Group’s growth and how Carlsberg Vietnam is leading the way in building a future-ready pipeline of women leaders.
Inclusion as a Driver of Decision-Making
Joining Carlsberg Group in 2024, Susanne Skippari was drawn to the company’s unique blend of heritage and future-focused ambition. For Susanne, the "people agenda" is not a support function but a strategic growth engine.
"Inclusion directly affects the quality of leadership and decision-making," Susanne explains. In a global organization, fostering an environment where people feel safe to challenge perspectives and contribute diverse ideas allows teams to make sharper decisions and adapt faster to market shifts. For Carlsberg, DE&I is about unlocking the full capability of the organization and ensuring that talent grows based on potential and performance, rather than access or assumptions.
Breaking the "Unwritten Playbook" for Women Leaders
As professionals move into senior leadership, expectations often become less about individual performance and more about creating alignment. However, Susanne notes that for women, this transition can be complicated by "double expectations"—the need to be confident but not "too confident," or decisive but not "too direct."
To bridge this gap, Carlsberg is focusing on making expectations transparent and moving beyond simple mentorship toward active advocacy.
"The barriers are rarely about capability," Susanne says. "They are often about access and visibility." To address this, Carlsberg Group has set a clear ambition: reaching 40% women in senior leadership by 2030. This is treated as a disciplined pipeline strategy—strengthening succession planning and ensuring consistency in how potential is assessed so that progression is fair and measurable.
Vietnam: A Standout Model for Structural Inclusion
While many organizations approach DE&I through ad-hoc activities, Carlsberg Vietnam stands out for its structured roadmap and measurable progress. The results are already evident: women currently hold over 33% of senior leadership roles in the market.
More importantly, the future pipeline is even stronger. Currently, 50% of "Ready Now/Ready Later" successors at Carlsberg Vietnam are women, surpassing the initial target of 45%.
"What stands out about Carlsberg Vietnam is the clarity and structure. DE&I is approached as a roadmap with clear priorities and leadership accountability," Susanne notes.
This commitment was further solidified in 2025 when Carlsberg Vietnam officially signed the Women’s Empowerment Principles (WEPs), ensuring that gender equality is supported structurally, not just encouraged culturally.
Cultivating a "Growth Culture" for 2026 and Beyond
At the heart of this transformation is Carlsberg’s Growth Culture—a mindset that encourages employees to take ownership and learn continuously. In Vietnam, a market characterized by high speed and intense competition, this culture acts as a performance enabler.
To make inclusion a daily reality, Carlsberg Vietnam has implemented three key priorities:
SheLeads Community: A dedicated space for female leaders to focus on career development, mentoring, and networking.
Inclusive Competencies: Targeted learning for senior levels to help leaders role-model inclusive behaviors.
Daily Integration: Embedding DE&I into business routines, policies, and communications.
With a DE&I sentiment score of 84/100, it is clear that employees in Vietnam are feeling the impact of these initiatives in their everyday work life.
A Message to Future Talent
Looking toward 2026, Susanne’s message to Vietnamese talent—especially women aspiring to lead—is one of proactive ownership.
"Growth starts with mindset but is sustained through discipline," she says. "Do not wait to be 'perfect' before you step forward. Seek feedback early, build your support network, and choose organizations where opportunity is based on true potential."
As Carlsberg continues to win in key markets like Vietnam, its focus remains clear: building a diverse, inclusive, and future-ready leadership engine that can navigate the complexities of the global economy.
