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.
By 2026, Tele2 will have an industry leading inclusion score, a sustainably diverse workforce and a leadership gender balance of 40/60..
40% female GLT members
40% female leaders
35% female employees
60% external hires will be female
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 2022):
Full Tele2 Group organization:
- Employee gender diversity: 45% female, 55% male.
- Senior Executives in Group Leadership Team: 44% female, 56% male.
- Manager gender diversity: 39% female, 61% male.
Tele2 Sweden only:
- Employee Age diversity: 24.5% below 30 years old, 58.8% between 30 and 50 years old, and 16.7% above 50 years old.
- Employee gender diversity: 32% female, 68% male.
We constantly measure and explore options to improve and increase the scope of our data related to diversity and inclusion. For example, during 2023 we are assessing why, what and how to measure other diversity dimensions.
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
The best Swedish company in Equileap’s gender equality study: In their 2023 study, Equileap researched almost 3,800 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 is the only telco among top 10 companies in Sweden.
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.
Gender pay equality: We annually conduct a gender pay gap analysis to ensure equal pay for the same kind of position or job. 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.
|Mean Gender Pay Gap
|Stores & CO Employees1
|+3% (positive to females)
|All other Employees
|-7% to achieve equal pay
|-7% to achieve equal pay
1Employees working in Stores and Customer Operations
2Average Female Salary / Average Male Salary
3Excluding Group Senior Executives
Policies that support Diversity & Inclusion
Diversity & Inclusion Policy: Tele2’s vision is to be the smartest telco in the world, creating as 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 discrimination 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.
Our D&I Communities