Attractive and inclusive workplace
We continuously maintain a strong focus on making JYSK an even more attractive and inclusive workplace for the future. These efforts are a natural extension of our employee foundation, and we believe that an increased focus on social matters can support greater job satisfaction, loyalty, and help reduce employee turnover.
For many years, we have worked diligently to secure high job satisfaction, and we are proud of our high scores in employee satisfaction surveys (ESS) across all the countries where we operate.
We strive to foster a workplace where current and future employees can be themselves and feel comfortable using their right and duty to speak up. We also want our employees to know their health and safety are a priority, which has been a major focus for us over the years and will continue to be so.
We believe our employees are essential to our success in delivering on our Sustainability Strategy: A Great Offer for Generations. Many of our initiatives are already ongoing, with new ones being implemented as we move forward to support our strategy. You can find more information about this in our annual report.
Key focus areas to succeed are:
- JYSK leadership and empowerment
- Training and development
- Diversity, Equity, and Inclusion
- Health and safety
JYSK leadership and empowerment
At JYSK, empowerment is all about taking ownership. We believe that fostering a culture of empowerment strengthens our company and drives success for us and our employees. As we continue to grow, we recognise the need for fast decision-making and action, which is why we value managers who trust their teams to make their own decisions and employees who take initiative and responsibility for their tasks.
Empowerment is deeply embedded in our JYSK Values and Leadership, and it is an expected behaviour across all levels of management. Every new manager receives training on JYSK Values and Leadership, with empowerment being a key component of this process, and managers are evaluated annually on their performance.
Furthermore, we gather employee feedback on empowerment through our employee satisfaction surveys. After receiving the results, teams explore ways to improve empowerment within their groups.
As we continue to focus on this core value, we are developing further initiatives to enhance the empowerment of our managers. This includes defining a clear concept for local decision-making, ensuring that empowerment remains a central pillar of our leadership approach.
JYSK as a workplace
You can learn more about JYSK as a workplace, including our values, leadership, employee promises, and culture, on our career page.
Training and development
Strong leaders have helped make JYSK the success it is today, and to continue growing, we need to develop our future leaders. That is why we have created our talent and development programmes. We truly believe that by investing in the growth of our employees and providing support and encouragement, our business will continue to thrive.
We are dedicated to the personal and professional development of our employees, ensuring that they receive all the training and support necessary to succeed. Most of our training is delivered by those who know JYSK best – our Store Managers, District Managers, Retail Managers, and other department heads as well as external trainers.
JYSK provides all employees with relevant onboarding and training programmes, tailored to their specific roles. Our learning management system is accessible to employees anywhere, anytime, allowing them to track their learning progress and select additional courses beyond their regular duties if they wish.
For those looking to further develop their professional knowledge and upskilling, we offer the “Choose Your Own Brick” programme. Each function – Retail, Logistics, Sales & Expansion, IT, and more – has defined development opportunities. Each "Brick" has defined criteria for entry, and the aim is to provide growth opportunities for top performers, allowing them to apply their newly acquired skills for practical experience and to help improve our business.
Diversity, Equity and Inclusion
At JYSK, we see Diversity, Equity, and Inclusion (DEI) as a strength for our business. As a company, we aim to provide equal opportunities and foster an inclusive workplace for all, regardless of age, gender, identity, race, sexual orientation, ethnicity, or physical or mental abilities. We continue to strengthen our culture that encourages, supports, and values the diverse voices of our employees.
DEI is embedded in our JYSK values, which every employee commits to. These principles guide how we build our teams and develop our leaders. We believe that a rich mix of minds, talents, and unique personalities makes us stronger as a team. Our internal surveys consistently reflect that many employees experience a strong culture of inclusion at JYSK, where they feel seen and heard. For us, advancing diversity and equity is an ongoing effort, and there is always more work to be done. To ensure we maintain our strong focus on DEI, our top management is actively involved in identifying, developing, and implementing initiatives across the business. Our DEI Policy outlines how we work with this area.
At JYSK, we have three attitudes for our DEI efforts
For DEI, our goals include
As part of our ongoing commitment to DEI, we have established specific, measurable targets that help us track our progress. These targets are shown below, and they can also be found in our annual report.
JYSK DEI core principles
At JYSK, we work to embody DEI through the following core principles:
Health and safety
At JYSK, we prioritise creating a safe, supportive, and healthy working environment for all employees. This commitment extends to fostering a positive work culture, ensuring proper safety measures are in place, and providing employees with the necessary training, tools, and resources to thrive.
Work environment and wellbeing at JYSK
A safe workplace covers physical, mental, and social conditions. We support this by conducting regular workplace assessments and holding employee satisfaction surveys every two years, giving employees the opportunity to raise concerns and help drive improvements.
As a follow-up on the employee satisfaction survey, we use the yearly MYDEVELOPMENT process to listen to our employees continuously. We repeat the questions about work-life balance, employee satisfaction, and employee Net Promoter Score (eNPS).
Our JYSK Values – Tradesman, Colleague, and Corporate Spirit – form the foundation of a positive work culture. These values encourage strong business practices, good relationships among colleagues, and a motivated, collaborative team atmosphere. We believe this benefits both employees and the business. While the framework and policies are provided by JYSK and available on our intranet, every employee shares the responsibility of fostering a positive work environment through common sense and responsible behaviour.
Safety at JYSK
At JYSK, the safety of our employees is our top priority and an integral part of how we work.
At our distribution centres and stores, employees receive thorough training in all safety rules, guidelines, and ergonomic practices to ensure a safe work environment. Each manager is responsible for maintaining the best possible working conditions within their area of responsibility, in line with JYSK Leadership principles.
We emphasise prevention through recording and learning from near-miss incidents to protect our employees and avoid future accidents. As part of our commitment to "Safety First", employees are expected to use the correct techniques and tools.