Diversity & Inclusion Council
GROW BUSINESS WITH Diversity,
EQUITY & inclusion
We strive for a diverse and inclusive culture. Differences are recognized and valued so that everyone can feel good and perform at their best. We truly believe that diversity fuels innovation, action and creativity.
As a diverse and inclusive organization, we can enable unlimited possibilities for our people, business, our customers, and society. We aim for the broadest range of diversity, including sex, gender identity, sexual orientation, generation, background, disability, and experience. By bringing together individuals from diverse backgrounds and providing each person with opportunities to develop their skills, we strive to deliver the best customer experience, provide excellent shareholder value and have highly engaged employees.
Our commitment to diversity and inclusion is a long and exciting journey. Despite our efforts so far, we still have much more work to do. We have set clear ambitions, to make sure we can measure our efforts and improvements so far.
Our ambition
By 2026, Tele2 will have an industry leading inclusion score, an increasingly diverse workforce by design and a leadership gender balance of 40/60..
GENDER
40% female GLT members
GENDER
40% female managers
GENDER
35% female employees
GENDER
50% external hires will be female
Targets for Tele2 Sweden
Our organization today
Our focus on diversity and inclusion is a long-term commitment and generating meaningful change in a large organization call for long-term efforts. It is therefore important to both recognize where we are now, as well as the fact that some numbers simply cannot be changed dramatically over a year, or even several years. Here are some key data of the current state of the Tele2 organization (full year 2024):
Full Tele2 Group organization:
- Employee gender diversity: 44% female, 56% male.
- Senior Executives in Group Leadership Team: 40% female, 60% male.
Tele2 Sweden only:
- Employee Age diversity: 16% below 30 years old, 57% between 30 and 50 years old, and 26% above 50 years old.
- Employee gender diversity: 33% female, 67% male.
- Employee birth countries*: 84% Sweden, 1% Other Nordic countries, 4% Europe, 11% Rest of the world.
- Managers with international origin: 11%
*Data from Statistics Sweden (SCB)
Without letting go of our focus on gender balance, and still keeping an eye on our age diversity, we now also include KPIs on cultural diversity (% of employees with foreign background through data from Statistics Sweden) in our target dashboards, to ensure more perspectives and dimensions.
We know that diverse and inclusive companies are more successful and that employees in those organizations feel and perform better. The diversity dimensions gender and cultural background are the most common aspects of diversity studied in research, showing great results for companies with diversity in those areas. Therefore we measure manager gender balance quarterly, and age and percentage of employees with foreign background annually. The results are presented in internal dashboards and inclusive trainings continuously, and externally in our Sustainability Report as well as here on Tele2.com annually.
Diversity & Inclusion in action
The foundation for Tele2’s efforts:
- We treat everyone with dignity and respect, with zero tolerance for discrimination
- We value everyone's contribution and provide the freedom and tools needed to make work both more efficient and ever enjoyableWe base our decisions affecting employment, performance, training, promotion and career development on individual abilities and genuine professional requirements
Examples of our efforts and results so far
Tele2 on global top list for corporate gender equality efforts: For the third consecutive year, Tele2 has earned a coveted spot on Equileap’s global top 100 list of companies succeeding in gender equality. Only 5 Swedish companies made it to the top 100 positions in 2025.
Certification: In 2025 we received the GEEIS Diversity Label, an international certificate of gender equality.
Inclusive leadership: All our leaders are measured on Inclusion. In recent years, we have seen a significant improvement and our scores on inclusion are currently above the benchmark. Our target is to be on or above high performing 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 for all. We quantify using a modern assessment tool to ensure all candidates have the same chance to join us. We also provide unconscious bias training to our leaders.
When it comes to recruitment, we follow two important principles: 1) we always hire the best candidate, and 2) we strive to always have gender- and diversity balanced candidate pools.
Our leaders care: We have tied parts of our 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.
Employees engagement: Employees contribute to our diversity work by joining our female network Women@Tele2 or our employee led resource group DEI council.
Dedicated to equal pay
Gender pay equality: We annually conduct a gender pay gap analysis to ensure equal pay for the same kind of position or job, based on the legal requirement from Equality Ombudsman in Sweden. The analysis is done in cooperation with an external vendor and together with the local union representatives. 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.
| Employee Groups1 | Ratio2 | Mean Gender Pay Gap |
|---|---|---|
| Stores & CO Employees3 | 99% | -1% to achieve equal pay |
| All other Employees | 91% | -9% to achieve equal pay |
| Managers4 | 98% | -2% to achieve equal pay |
| Senior managers5 | 95% | -5% to achieve equal pay |
1The data is based on all employees working for Tele2 Sweden, excluding Executive Team, included are annual base pay
2Average Female Salary / Average Male Salary
3The numbers represent all employees working in Tele2 Stores or within Tele2 Customer Services in Sweden,
4The numbers include team leads and junior department managers in Tele2 Sweden
5 The numbers include senior department managers, division managers and managers with functional responsibility of an entire function in Tele2 Sweden.
Figures as per end of December 2024.
Living wage statement
A living wage is salary after taxes received by an employee for a standard work week sufficient to afford a basic, but decent, standard of living for the employee and his/her family in a particular location.
A living wage model, for example, is based on several elements described in recommendations made by public authorities and banks. The wage is meant to be enough to satisfy the family’s essential needs – such as food, housing, clothing, transportation, insurances, phone etc.
Tele2 has committed on the right to freedom of association and collective bargaining. In Sweden employees through their trade union representatives, are deeply involved in the salary development process which supports the living wage concept and which is a significant part in negotiating the collective bargaining agreement. Negotiations between Tele2 and the trade unions results in the collective bargaining agreements which stipulates salary development and other relevant working condition issues. These generally binding agreements are mandatory to enforce at Tele2 in Sweden.
Policies that support Diversity & Inclusion
Diversity & Inclusion Policy: Tele2’s purpose is to enable a society of unlimited possibilities. We believe we can only achieve this by ensuring that our workforce reflects our diverse customer base to develop propositions that better meet their needs, creating commercial advantage.
Tele2 Code of Conduct: Tele2 is committed to conducting its business at the highest ethical standard. We have adopted this Code of Conduct to ensure all employees and affiliates are aware of what is expected from them.
Policy against victimization, harassment and sexual harassment: Tele2 does not accept any form of harassment or other abusive treatment at the workplace. Every employee has a responsibility to contribute to creating a good working environment and to counteract any form of discrimination. Managers have the responsibility to ensure that our policy is well known, followed by their respective teams, and have the responsibility to investigate and act immediately in case of any issues. All Tele2 managers are offered educational resources on how to respond in case of any suspected harassment or abusive treatment. We also adhere to the Swedish Discrimination Act.
Whistleblowing Policy: Everyone that works at or with Tele2 is the ears and eyes of the company, and often the first to know when there is any ‘wrongdoing’. To be able to act, decisionmakers in the company first need to know of any wrongdoing. Therefore, we want to promote a culture in which employees feel confident and comfortable to act and report when they see any wrongdoing.
Impact on UN Sustainable Development Goals
This focus area aims towards the following UN Sustainable Development Goals:
- 5.1 End discrimination against women and girls - Tele2 has a dedicated anti-discrimination policy, and promotes and monitors gender equality.
- 5.5 Ensure full participation in leadership and decision-making - Tele2 has set a goal to be gender-balanced in executive and managerial roles, to ensure full and effective participation for women and equal opportunities for leadership.
