Senior Manager / Functional Manager

Senior manager/Manager responsible for the function
Gender equality checklist

When I, as a senior manager / functional manager, decide that the company should participate in Womentor or other networks for technology-related management roles, I ensure that we have a plan for employees who participate to work on the issues internally and in the long term, in collaboration with management.
I, as a senior manager/functional manager, will ensure that the overall benefit to the company of employees participating in networks is a responsibility of management and not placed on the individual networking employees.
I, as a senior manager/manager , create the conditions for internal networks by encouraging, supporting and budgeting for members to influence much of the content and format themselves, and by establishing cooperation between the networks and management.

I, as a senior manager/functional manager , should communicate the company's culture, values and, above all, clarity about what behaviors are not acceptable.

As a senior manager/functional manager , when filling a leadership role, I make every effort to identify both men and women with the right skills, with the aim of having a 50/50 split among the final candidates.

When communicating both internally and externally, for example in newsletters, presentations and meetings, as a senior manager/head of function , I actively highlight people of both genders in all aspects of communication. In any visual material used, both genders should be given equally active roles, so that one gender does not give the impression of being subordinate.
When I, as a senior manager/manager , prepare a presentation that potential candidates for the company (e.g. students) can be expected to attend, I check it with a function in the company, or a colleague, who can make suggestions on how to make the presentation more attractive to both genders in equal parts.