First line manager
Gender equality checklist
Retention: Increased retention of women
Prevent employees from having to get used to exclusionary behaviors
- As a first-line manager, I participate in training or other activities to become more aware of exclusionary behaviors, and quickly apply new knowledge I gain.
Develop: Increasing the share of women in technology-related leadership roles
Ensure that career planning becomes an active instrument that truly motivates the employee
- When I, as a first-line manager, draw up an individual development plan, I must involve the employee's own ideas about development efforts (e.g. type of assignment, skills, possible certification and conditions for salary development) in the plan.
Attract: Increase the number of female applicants for tech jobs
Ensure that advertising and other recruitment activities are genuinely inclusive
- When I, as a first-line manager, have developed a basis/proposal for a job advertisement, I check it with a function in the company, or alternatively a colleague or external party, who can make suggestions on how the advertisement can be more inclusive and gender-neutral.
