CEO
Gender equality checklist

Retention: Increased retention of women

Creating credibility that gender equality is something that the management team really owns and drives

  • As CEO, I propose that the Board sets gender equality KPIs, and ensures that the organization regularly monitors these and reports back to the Board on progress.
  • As CEO , when I set the agenda for management team meetings, I regularly include the question of how gender equality work is progressing.
  • When I, as CEO , decide on the objectives of the management team, they should include concrete targets for gender equality, such as gender and seniority balance.
  • As CEO , I must ensure that a why-what-how plan for gender equality exists, among other things to emphasize that this is a central issue for management. The plan contains the purpose of what we want to achieve, what is to be done (policies, guidelines, programs, etc.) and how it will be done (events, blogs, checklists, etc.). The plan should be communicated internally at, for example, induction training.

Create and support both formal and informal networks

  • When I as CEO 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.
  • As CEO , I will ensure that the overall benefit to the company of employees participating in networks is a management responsibility and not the responsibility of individual networking employees.
  • As CEO, I 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.

Prevent employees from having to get used to exclusionary behaviors

  • As CEO , I have to communicate the company's culture, values and, above all, clarity about what behaviors are not acceptable.

Develop: Increasing the share of women in technology-related leadership roles

Make women in leadership positions visible

  • When I, as a CEO or senior manager/head of function, fill 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.

Attract: Increase the number of female applicants for tech jobs

Ensure that all activities visible to the target group are gender balanced

  • When I, as CEO , communicate both internally and externally, for example in newsletters, presentations and meetings, I actively highlight people from both genders in all parts of the communication. In 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 CEO , prepare a presentation that potential candidates for the company (e.g. students) can be expected to take part in, I check it with a function in the company, or a colleague, who can make suggestions on how the presentation can better attract both genders in equal parts.