Strategy
We are transforming our business to shape the future of accessible luxury. Guided by our customers’ expectations and our commitment to sustainability, we focus on three key areas: reducing carbon emissions, championing circular innovation and creating a fair, inclusive culture for everyone.
CIRCULAR INNOVATION AT SCALE
We are rethinking how jewellery is made. Today, every Pandora piece is crafted using 100% recycled silver and gold. This reduces reliance on newly mined metals and our environmental impact. Through advanced recovery technologies and strict safety standards, we ensure high‑quality pieces crafted with care.
A NET ZERO FUTURE
Leading the way in de‑coupling business growth from environmental impact. Pandora’s net zero ambition is central to how we grow. We are redesigning our value chain to cut emissions while scaling our business globally. This means transitioning to low‑carbon materials, accelerating renewable electricity use and partnering across the industry to reduce climate impact.
TARGETS AND PROGRESS
90% REDUCTION IN OWN OPERATIONS
Reduce emissions from own operations by at least 90% by 2025, compared to 2019 baseline (Scopes 1 and 2, market-based). The target was achieved in 2024.
50% REDUCTION IN TOTAL EMISSIONS
Reduce total greenhouse gas emissions by 50% by 2030, compared to 2019 baseline (Scopes 1, 2 and 3, market-based)
NET ZERO BY 2040
Achieve net zero emissions across all operations and value chains by 2024 (Scopes 1, 2 and 3, market-based).
A FAIR BUSINESS AND WORKPLACE
Our talented people are the heart of our brand, and we strive to create a workplace culture that supports retention and builds on the diversity and richness of our global workforce. We are committed to advancing inclusion and upholding human rights throughout our operations and supply chain.
TARGETS AND PROGRESS
FULL GENDER PARITY
Achieve full gender parity in the Senior Leadership Team no later than 2030.
Gender parity in Senior Leadership Team refers to an equal number (50/50) of women and men in senior leadership positions from Vice President and up (including the Board) with a +/- 5 percentage points variation.
INCLUSION SCORE OF 8.5
Maintain 8.5 score on a scale 0 to 10 on inclusiveness in employee listening survey.