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Tina Ekström

JÄMIX key figures a path to gender equality

Gender equality Womentor
Since 2018, there has been a collaboration between the Gender Equality Index JÄMIX and the IT&Telecom companies' change and gender equality program Womentor. The aim is to provide even more value to participating companies with the help of an experienced actor that has an established method for measuring, targeting and indexing gender equality and diversity work.

- JÄMIX produces facts about current working conditions, which provides an evidence-based decision-making basis for choosing activities that have the most impact in the work of building an organization that is attractive, equal and sustainable, says JÄMIX CEO Tina Ekström.

Can you tell us a little more about JÄMIX key figures that describe gender equality in organizations?

- The JÄMIX gender equality index maps the differences and similarities between men and women in the organization in terms of their working conditions, working environment, development and career opportunities, and health. The value is that the more equal it is, the better the equality. Analyses and comparisons are made with the industry and with Swedish working life in general, as the database contains data on the working conditions of around 650,000 employees," says Tina Ekström.

Why is JÄMIX a good tool for organizations?

- The key figures help us to carry out gender equality work in a data-driven and goal-oriented way. To have an impact, it is important that management supports gender equality work and has it on its agenda, and in this work the key figures with their comparisons are very helpful. JÄMIX is a tool that gives the company and the organization a simplified picture of how things look in the workplace for men and women, also in relation to other companies in the same industry and other industries. What are they doing that we can also do to improve?

What is the state of gender equality in Womentor companies and the industry in general?

- With the ten companies in Womenter as representative of the industry, the industry clearly has more equal working conditions than Swedish working life in general. But there are large variations, both between different companies and between different areas of gender equality,' says Tina Ekström and continues

- The sector faces some challenges. The biggest challenge is to increase the proportion of women in the workforce. Less than one in three employees is a woman. Unfortunately, there are few gender-balanced occupational groups with at least 40% women, at least 40% men. Women have a much higher rate of long-term sick leave, five times higher than men. Although long-term sick leave is low compared to other industries, especially for men, the difference between women and men is large. More than half of companies have not achieved gender-balanced management teams.

In which areas has the industry made progress compared to other sectors?

- Women and men are in principle equally likely, at the median level in the sector, to become internal managers if we consider the basic structure of the proportion of men and women employed in relation to the structure of the managerial collective. Full-time and permanent positions are not, as in some other industries, a gender equality issue. Most women and most men have both full-time and permanent positions. What distinguishes Womentorgruppen from the other companies in the database's industry analysis is that they have management structures where managerial careers are completely equal and management teams that admittedly have some way to go to achieve gender equality, but still not as far as the other companies in the industry analysis.