Commitments in 2016
We commit ourselves to releasing our key diversity indicators on our own website by the end of 2016, including the proportion of women and men at the various levels of responsibility
We commit ourselves to ensuring that there are measurably more women in the company’s senior management by the end of 2016
We commit ourselves to introducing and/or increasing measurably the number of positions that can be held part-time by the end of 2016
We commit ourselves to introducing and/or increasing measurably the number of positions allowing for teleworking by the end of 2016
We commit ourselves to introducing and/or increasing measurably our programs for employees returning from maternity leave by the end of 2016
We undertake to identify whether women and men in the same position earn the same amount, and if not, to take measures to reduce the pay gap by the end of 2016
We undertake to launch and/or increase by the end of 2016 the number of programs (such as mentoring programs) to help women in achieving their career goals
We commit ourselves to arranging programs for pupils to show them what careers exist and inspire them, regardless of gender, to choose a path that interests them, even if the profession is a traditionally male or female one
We commit ourselves to running training sessions and talks for our staff so that they can identify if they are discriminating against a colleague, even if they are doing so unintentionally, and take action to combat such behaviour
We commit ourselves to reviewing our marketing and communications materials, job advertisements (with the aid of an expert, where applicable), to ensure that we are not advertising our company and products with sexist messages, whether they are intentional or not
We commit ourselves to working together with at least two other organisations on implementing programs that promote gender equality at the workplace
Commitments in 2015
We commit ourselves to releasing our key diversity indicators on our own website by the end of 2015, including the proportion of women and men at the various levels of responsibility
We commit ourselves to ensuring that there are measurably more women in the company’s senior management by the end of 2015
We commit ourselves to introducing and/or increasing measurably the number of positions that can be held part-time by the end of 2015
We commit ourselves to introducing and/or increasing measurably the number of positions allowing for teleworking by the end of 2015
We commit ourselves to introducing and/or increasing measurably our programs for employees returning from maternity leave by the end of 2015
We undertake to identify whether women and men in the same position earn the same amount, and if not, to take measures to reduce the pay gap by the end of 2015
We undertake to launch and/or increase by the end of 2016 the number of programs (such as mentoring programs) to help women in achieving their career goals
We commit ourselves to arranging programs for pupils to show them what careers exist and inspire them, regardless of gender, to choose a path that interests them, even if the profession is a traditionally male or female one
We commit ourselves to running training sessions and talks for our staff so that they can identify if they are discriminating against a colleague, even if they are doing so unintentionally, and take action to combat such behaviour
We commit ourselves to reviewing our marketing and communications materials, job advertisements (with the aid of an expert, where applicable), to ensure that we are not advertising our company and products with sexist messages, whether they are intentional or not
We commit ourselves to working together with at least two other organisations on implementing programs that promote gender equality at the workplace
Efforts made by an organization to help create more gender balance at the work place that are not included in this list
