Examples of our efforts and results so far:
5th best Swedish company in Equileap’s gender equality study: In 2020, Equileap researched 3,702 companies based on 19 gender equality criteria, including gender balance from the board to the workforce, as well as the pay gap and policies relating to parental leave and sexual harassment. Tele2 scored 5th among top performing companies in Sweden.
Education on Diversity & Inclusion: In 2021, a new workshop has been launched to educate managers and employees on unconscious bias and inclusion habits.
Inclusive leadership: all our leaders are measured on Diversity & Inclusion. During the last years, we have seen a significant improvement and as of today all our scores, across all diversity perspectives are above the benchmark.
External views and feedback: We have conducted a ‘Make Equal assessment’ in our large customer operations and stores organizations. Make Equal is an external organization that analyzed the Diversity & Inclusion situation at Tele2 and highlighted to us our Diversity & Inclusion strengths and opportunities, to keep us on track.
Unbiasing recruitment: We have analyzed and reviewed our recruitment process to ensure equal opportunities to all. We count with a modern assessment tool to ensure all candidates have the same chance to join us.
Our 2+1 principle: When it comes to recruitment we follow two important principles: 1) we always hire the best candidate, and 2) we strive to hire two women for every one man. We see that this has had a clear impact on improving our gender diversity across different departments and levels at Tele2. In 2018, we recruited 30% female, in 2020 we hired 55% female and we have a goal for 2021 to ensure that 60% of our external recruitments are female.
Our leaders care: We have tied parts of managers short-term incentives to the achievement of Tele2’s gender diversity goals.
Commitment to goals: We ensure all business units have their own ownership and clarity on their own gender diversity targets on top of our company-wide goals.
Equal work, equal payment: At Tele2, we are strongly committed to gender pay equality. We annually conduct a gender pay gap analysis to ensure equal pay for the same kind of position or job. Today Tele2 comes out well in our gender pay gap analysis; we immediately address any needed actions and a contingency plan is set-up for up to 3 years so we can continue monitoring and measuring the results. The differences in pay at Tele2 is mainly due to our gender imbalance in senior level positions rather than unequal pay due to gender for the same kind of position or job. This is something we actively work on as part of our diversity work to further achieve a gender balanced workforce.