Our main targets

  • We want to reduce accidents to a lost time injury frequency (LTIF) of < 1.5 by 2025.
  • We want to develop a comprehensive mental health strategy by 2023.
  • We want to achieve a minimum of 25% female representation in management positions by 2025.
  • We want to reduce the voluntary turnover rate to below 5 percentage points of the market average by 2025.

Our values


The Nordex Group’ success is based on the commitment, experience, and passion of our employees. As a global company our corporate values of Respect, Integrity, Colleagueship and Ownership are the foundation of our work ethic and our interaction with each other. Alongside our internal rules and guidelines, these values provide orientation for the #TeamNordex worldwide. Our aim is to drive a company culture based on the continuing education, loyalty, satisfaction, health and diversity of our team members.


Safety is a matter of heart

Our employees’ health and safety in the workplace is of greatest importance to us at Nordex Group. We work continuously and systematically to further develop the safety culture that we all live and breathe, making our work environment safer in the process. We commit to the seven principles of safety stated in our QHSE policy. Our QHSE Management department is responsible for the company’s strategic development regarding safety, as well as ensuring cross-functional and departmental harmony. Our organizations in each country have established occupational Safety Committees in accordance with locally applicable laws.
We offer programs and training courses and run internal campaigns and projects worldwide in order to highlight the issue of occupational accidents, raise employee awareness and thus help to avoid hazards and promote best practices. With the goal of establishing an ongoing dialog about safety and risks, conducting safety inspections is a mandatory duty for executives. Our involvement extends beyond our own company; we are also committed externally throughout the wind power industry to further drive the safety culture.

The Nordex Group is certified as a multi-site company, meaning that all Nordex operations received ISO 45001:2018 certification for its occupational health and safety management system. Internal campaigns implemented globally aim to raise awareness among employees. New locations will be added, such as Chile for 2022–2023.


Diversity & Inclusion

The diversity of our workforce is one of our company’s assets. People of different genders and ages with distinct cultural backgrounds, attitudes, and lifestyles enrich our company and contribute to our success.
The Nordex Group implemented the Diversity & Inclusion (D&I) Council, a group of leaders, chaired by the CEO and facilitated by our D&I Leads. It is responsible for developing and driving the company’s D&I strategy and key milestones, providing guidance and supervision on diversity efforts and integrating the D&I program with the strategies, operations and business objectives. The Nordex Group commits to this mindset in the Diversity & Inclusion Policy and the Human Rights Policy and sets gender equality targets across all levels of the Group and supports the inclusion of a diverse team through various initiatives and measures.


Employee Development Initiatives

Everyone has their own motivators and aspirations. Putting aside day-to-day interaction, feedback and discussions about work, our employees need to have the time and framework to place wishes and aspirations regarding their development and career and mirror them with their line manager. In the Nordex Group this core process in the area of employee development is called ‘Compass’. It supports our employees with professional and valuable feedback and enables us to expand and consolidate our feedback culture in a standardized and harmonized way across the whole Nordex Group. It is our framework to develop the team, recognize talents and support our employees in navigating their careers.


Every year, a group of high-performance talents with clear potential to hold a future managerial role with strategic impact on their department or the company are identified to take part in the management talent program of the Nordex Group, called ‘Upwind’. The program aims to support these talents in their professional and personal development, creating a global talent network. This enables participants to learn from diverse perspectives and fill key positions by internal appointments. It includes group training session, a reflection center, an individual development plan, several peer coaching sessions and work on real cases.


Our managers lead, inspire and motivate #TeamNordex around the world. Through our Trust.Listen.Lead training program we aim to create an intercultural and aligned leadership culture at the Nordex Group, including basic leadership topics enriched with subjects such as unconscious bias, leadership in diverse environments and emotional intelligence.


Corporate Social Engagement

The Nordex Group has become a global player and one of the world’s largest wind turbine manufacturers with a presence in over 40 countries. On a local level, we are connected to the communities in which our customers operate. We consider Corporate Social Engagement as an opportunity to contribute to regional development and engage as a member of the local community in regions where we operate.

Besides our company’s economic objectives, we are committed to the United Nations 2030 Agenda for Sustainable Development principles of using global resources responsibly, protecting the climate, and ensuring that people can enjoy prosperous and fulfilling lives. To achieve these goals, knowledge exchange and transfer are of key importance. Therefore, in the Nordex Group we focus our social engagement activities on supporting public and private training, further education institutes that are active in the areas of renewables and climate protection and backing social and humanitarian projects and institutions.


Nordex’s educational projects
in Turkey

We believe in the importance of actively empowering women in the energy business by increasing their technical knowledge. Therefore, #TeamNordex in Turkey frequently sets up technical workshops for female participants, e.g. from universities and non-related business fields, giving insights into wind turbine technology, its production and technical operations, and breaking gender biases and stereotypes in the workplace.
In addition, we aim to arouse interest in young people who are laying the foundations for their professional future. The Nordex Group in Turkey organizes an educational project on wind energy – a contest for 100 young and enthusiastic vocational school students in İzmir. As part of the project, the vocational students present their innovative ideas from the field of wind energy. The winners receive an internship at Nordex Enerji AS Turkey. We also published a book on wind energy technology and distributed it to university and vocational school students.

Socio-Economic Development
Project (SED)

In 2017, Nordex South Africa (NESA) launched its Socio-Economic Development Project (SED). In alignment with four major topic areas – youth development, promotion of women, early childhood education, and support for persons with disabilities – the SED aims to help young entrepreneurs develop in all subject areas and supports the beneficiaries in achieving economic independence. Through regular direct communication with communities, the Nordex Group assesses their most urgent needs and targets the SED program, respectively. Hence, along with our Broad-Based Black Economic Empowerment strategy, we contribute locally to the development of both socio-economic and business skills and competencies in the region through our involvement in various development initiatives promoted by the Nordex Education Trust and the SED.

Nordex Education Trust

In South Africa, the Nordex Group accompanied its market entry with the Nordex Education Trust. This foundation has a 20% stake in Nordex Energy South Africa and supports disadvantaged population groups, as well as carrying out projects in the fields of school education, sports, culture and community work, by providing scholarships and grants for study, research and training. In this way, we are able to support numerous non-governmental organizations, schools and universities and a number of sports and cultural associations over the last few years.


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