Skip to content
Menu
0
Employer's Guide
Employer's Guide
Site content

Womentor companies better at gender equality than the industry average

Gender equality Skills supply Womentor

The 2017 statistics show that the gender imbalance in the IT and telecom industry in Sweden has remained largely unchanged at employee, manager and CEO level. But there are exceptions: the companies that have participated in the IT&Telecom companies' leadership and change program Womentor have, on average, a significantly more positive development than the industry in general.

This is also confirmed by the overall result of the Womentor companies' JÄMIX, which is included in the programme for the first time: the 16 Womentor companies have a median score of 135 points, which can be compared with 116 points, which was the median for all participants (over 200 Swedish companies and organizations) in JÄMIX 2016.

- What we see that companies want above all are tools for working in a structured way with goal management and follow-up of gender equality and inclusion, and it is also this that is the main success factor for those who succeed in implementing change. The fact that Womentor companies are better at gender equality than the industry average, and in many cases than the working life in general, confirms that goal-oriented work also pays off in this area, which more companies should be able to follow," says Sofia Yngwe, Head of Communications at IT&Telecomföretagen.

Womentor has been running since 2006 as a change program for companies in the IT and telecom industry that want to address the gender imbalance. The aim is to increase the ability of the industry as a whole, and of individual companies, to attract and retain the best talent, whether male or female. The main focus is on increasing the proportion of women in management positions, on the basis that more women in management positions has a positive impact on the overall proportion of women in the company.

Many companies are also looking for tools to compare themselves with others in the industry and with the business community as a whole, and to meet this need, the Gender Equality Index JÄMIX is included in Womentor from 2018.

JÄMIX describes gender equality in the organization based on 9 key figures. The KPI Institute's analysis of Womentor companies shows a number of strengths, but also continued challenges to work on.

Examples of strengths:

  • There is no difference between women and men in permanent and full-time employment.
  • The difference in the number of parental days taken is lower than in Swedish working life.
  • Most companies score high on their gender equality work.
  • Difference in long-term sick leave lower than in Swedish working life.

Examples of continuing challenges:

  • Only 6 out of 16 management teams are gender equal (40-60).
  • The pay structure is not gender equal. Men generally have higher salaries than women, which cannot be explained by the management structure.
  • Women quit at a higher rate than men in a way that we do not see in other industries.