This is our Employer Brand Guide — the foundation for how we show up to our people and to those who want to become part of us. It defines how we speak, how we look and how we make our culture visible. So wherever you encounter DOUGLAS as an employer, you experience one clear standard — confident, human and intentional.

This guide provides clear direction while leaving room for authentic expression across teams, markets and channels. It ensures that wherever DOUGLAS appears as an employer, our culture is communicated consistently and credibly.

Values

How DOUGLAS operates — everywhere.
Company Values define our operating standard. They describe how DOUGLAS behaves as one company — across countries, functions, and stakeholder groups.

Our values are not audience-specific.
They apply to every interaction:
with customers, partners, investors — and employees. They provide a shared baseline for professional conduct and decision-making:

• Passion drives commitment and energy in what we do.
• Ownership defines accountability and responsibility.
• Appreciation shapes how we treat others — with respect and recognition.
  
  

Company Values create consistency.
They ensure that DOUGLAS operates with the same behavioral expectations across all contexts.

Belonging, day to day.
Active Belonging at DOUGLAS isn’t a slogan. It’s what happens when work feels clear, fair and human. When decisions are made close to where the work happens. When you can speak up without drama. When language is adressed to you and understandable. When support is practical — people step in, loads are shared, feedback helps you move forward. And when who you are never becomes a barrier to being heard, trusted or given a chance.

Shared, not staged. When people feel that kind of belonging, they talk about it — naturally. Not because they’re asked to, but because it feels real. They recommend DOUGLAS because the everyday holds up: the work connects, the contribution counts, and the team makes the difference.

Together, these principles define how we show up for one another. They ensure that our culture is not something we just talk about, but something we create through every decision and every interaction.

This is how we make work personal. It is how we turn a global organization into a place where you truly matter. By living these principles, we move beyond just being a team—we build a community where Active Belonging is a shared experience we create together, every single day.

The Messaging Pillars translate our Employer Value Proposition into clear, actionable focus areas. They don’t define what DOUGLAS is as a brand—they describe how working here actually feels, what our teams can rely on, and what truly shapes our culture.

These pillars serve as our collective filter. They provide the narrative framework for our communication, serve as a hook for the stories we tell, and create a shared point of reference for every role—from the store floor to the tech hub.

• As a Narrative Anchor: They ensure our messaging stays consistent, whether on social media, in career portals, or during internal town halls.
• As a Strategic Filter: They help us decide which stories and initiatives truly represent the DOUGLAS experience.
• As Realistic Guardrails: These are not polished marketing claims or rigid guarantees. They are the honest principles that guide our collaboration and define our unique "deal" with our people.
  
  

By using these pillars, we bridge the gap between our corporate scale and human connection, ensuring that we speak with one powerful, authentic voice.

The four pillars apply to everyone at DOUGLAS.
They are not prioritized by function or audience. What changes is how they show up in daily work.
The substance stays the same.
The proof looks different.