Measures

At OneCo, we work continuously to improve our own performance. Based on the conditions that have been documented and the desire to improve the current situation, the following improvement measures have been implemented or are planned to be implemented:

Recruitment and selection

  • New templates for job adverts that better reflect our desire for increased diversity, including a review of language and imagery.
  • Group-wide requirement that qualified female applicants must always be invited to an interview.
  • Introduce requirements for external recruitment agencies to identify and present qualified candidates of both genders.
  • Recruit from educational institutions other than those we traditionally use and which have a more even gender distribution than in traditional vocational training.
  • Consider the implicit requirement of "industry experience".
  • Ensure the participation of both genders in the selection process where feasible.

Expertise and development

  • Visualise female role models already working in OneCo both internally and externally
  • Establish an internal women's network and consider an internal mentoring programme for women
  • Structured annual process for identifying talent and leadership candidates with a requirement to specifically consider female employees
  • Review job descriptions to identify whether there are conditions in these that prevent gender equality
  • Participate in industry initiatives to increase gender equality
  • Analyse the results of the employee survey to identify gender differences and the reasons for these
  • Mapping needs and assessing different life phase measures

Rewards and bonuses

  • Systematic analyses in connection with salary settlements to reveal any gender differences in salary development
  • Systematic benchmarking of salary conditions against the rest of the market

Turnover

  • Identify reasons for leaving through structured exit interviews and surveys.

Interaction with employee representatives

  • Group-wide analyses and results for 2021 will be reviewed at an interaction meeting with employee representatives and safety representatives in spring 2022.
  • Further development of the work and follow-up of measures and results will take place in the individual business areas.
  • Specific goals and measures that are not Group-wide will be agreed in established forums in the individual business area or department.

Evaluate the result

Measures will be evaluated on an ongoing basis.