NNE releases annual report for 2021


The pharma engineering specialist focuses on business, personnel and governance strategies throughout the report

Novo Nordisk subsidiary NNE has released its annual report for 2021, providing a detailed update of the company’s business strategy, people development, corporate governance and financial results. A joint statement from CEO Jesper Kløve and Chair Karsten Munk Knudsen further discusses the company’s performance during the period, along with their expectations for 2022.

The pharmaceutical engineering specialist works in the GMP-regulated pharma industry, assisting in the design and build, qualification and optimisation of production facilities. According to the report, this market “remained strong” in 2021, with a turnover increase of 36% and an operating profit margin increase of 14%. The company continued delivery on business critical projects throughout the COVID-19 pandemic, while still taking on smaller scale projects.

During the pandemic, the company accelerated its digitalisation initiatives, which it says has improved collaboration with colleagues and customers, as well as enabling more flexible working conditions for employees. In line with this increased focus on remote connectivity, the company’s Indian subsidiary is now “fully integrated into the product delivery model,” the report says.

NNE outlines its strategic objective as “sustaining [its] position as the leading pharma engineering company in Denmark.” To achieve this goal, the company illustrates how its core competencies align with customer needs throughout the manufacturing lifecycle with a ‘pharma engineering cube’ diagram.

To strengthen those competencies, the report says, the company continues to invest in talent development. Several internal development initiatives are detailed, including a leadership-focused programme and a project to “build a strong succession pipeline for… key positions”.

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Currently, the company’s overall gender split is 31% female employees to 69% male, although this gap is smaller at the management level, where the ratio is 40% and 60%. According to the report, the company aspires to improve its gender balance in Denmark, both in staff and technical leadership roles. The company also aims to promote greater diversity of nationality and facilitate more "homogeneous age distribution in... leadership positions."