Inclusion & Diversity
Inclusive and diverse teams with deep sector knowledge
The world is complex, and we need to see the bigger picture when we make decisions. If we want to improve how we do things, examining one aspect of society will not be enough. Our times call for expertise, an inclusive and diverse team, and, last but not least, brave leadership.
Inclusion and diversity as a business strategy
For us, it is self-evident that all people have the same value and the right to enjoy the same opportunities. An inclusive and diverse workplace is also commercially and financially advantageous: it is quite simply more profitable.
Research demonstrates that the greater the representation, the higher the likelihood of outperformance.
Gender equality at AFRY
One of our objectives is to increase inclusion and diversity of background, culture and gender, having 40 percent female leaders by 2030.
AFRY actively pursues the promotion of diversity and inclusion to develop our procedures to attract and recruit new managers and employees, to ensure fair and gender-neutral pay and to educate and train managers in inclusive leadership. This work involves preparing concrete action plans for greater diversity and AFRY conducts several different projects to improve the gender balance.
AFRY + Gapminder: Gender Equality
Do you know how many of the world's companies have a woman as a top manager or CEO - 2%, 10%, or 18%?
In a recent survey undertaken by Gapminder, results show that 9 out of 10 answers to this question were incorrect. As the world of business is still so embarrassingly male-dominated, people tend to underestimate the number of women who actually make it to the top.
This misconception must be battled as it slows down the speed of change. Young girls might not aim high enough because they get an outdated worldview from their parents and teachers, who underestimate their actual chances of becoming business leaders. And young boys continue to assume that men are better leaders.
AFRY and the Gapminder foundation collaborate to share knowledge and promote a more fact-based worldview. We want to spread knowledge about the UN Sustainable Development Goals, one of which is about Gender Equality (SDG 5). Upgrade your worldview on gender equality and find out the right answer - take the test!
Gapminder Gender Equality Test
AFRY's work for LGBTQI+ rights
A workplace of equality
AFRY is nothing without its people. We have colleagues all over the world and we will always encourage them to be themselves and support them in loving whoever they want. Our employees are our most important asset, so making sure that everyone feels safe and are accepted at work is one of our top priorities. Download our guide and read more about AFRY's work for LGBTQI+ rights.
At AFRY nothing is as important as our people. Because of that, we want to do everything we can to ensure that everyone feels safe, included, and free to be who they are. We believe in the power of team players, devotion, and bravery which makes us proud to present the new LGBTQI+ network. The network is made for everything from members of the LGBTQI+ community to connect and share their experiences in a safe space to helping make important decisions about how AFRY can best support our colleagues by supporting LGBTQI+ rights.
At AFRY, you can be yourself. We respect each other and work together to ensure an inclusive environment for everyone, regardless of gender identity or sexual orientation. I am proud to hoist the rainbow flag outside our office, to honor and support the LGBTQI+ community and the right to be who you are.
Jonas Gustavsson, CEO at AFRY
Diversity is about having a mix of the talents, similarities and differences that make people unique.
Diversity is a fact. Our world is made up of people that are in many ways, different from each other. When we speak about diversity at AFRY we’re speaking about the importance of our company reflecting the world in that sense. We know that companies with high diversity are more innovative, more creative, and better suited for tackling complex tasks with their many perspectives.
Inclusion, on the other hand, is making active choices every day to ensure that everyone feels welcome, safe, and valued. Inclusion is achieved when your organisation and culture are truly inviting to all so that everyone is able to participate fully in the decision-making processes and development opportunities.
Diversity is being invited to the party; inclusion is being asked to dance, and belonging is dancing like no one is watching.
- Vernā Myers
Immigrated Competence Programme
In 2015, AFRY started a recruiting project to attract and recruit more foreign-born and recently immigrated engineers. Since then, nearly 700 trainees have been brought in through the programme, almost all of them have been employed by AFRY to date after concluding their trainee period. Amir Nazari was designated as a diversity coach in 2016 and the Immigrated Competence Programme has been further developed under his leadership.
“There is a shortage of engineers with experience and the substantial need for recruiting was a major factor for starting the project,” says Amir Nazari. “It is an absolute necessity to look beyond Sweden’s borders and bring in people and expertise from other countries.”
In addition to the need for expertise, the development of the company is also an important part of the project. Getting people with other perspectives is important. People from the programme often bring new creative ideas and dynamics to the workplace. They open new ways of discussing and solving problems.
“Diversity creates engagement, creates harmony, creates dynamics,” says Amir Nazari. “The working environment becomes much better, with more energy and a greater sense of joy.”
Find out more in this interview with Amir Nazari.
Immigrated Competence Handbook
To support and inspire other companies who would like to get started with or increase their recruitment of foreign born engineers, AFRY has developed a handbook with tips and tricks, guides, checklists and stories.
AFRY’s guide to unconscious bias
Rule number one when it comes to unconscious biases: Accept that we all have them and that it does not make us bad people. Being biased is being human. We need to challenge our biases and learn about them so that we can eliminate them.
We hope this guide will give you some new knowledge about how the brain works, help you get a better understanding of what unconscious bias is, and that you will feel confident enough to challenge your biases in your future decision making.
Inclusive Communication Guide
To highlight the importance of being aware of how and what we communicate, we have developed AFRY’s Inclusive Communication Guide. This guide covers several aspects of communication: written, visual and physical/verbal, and addresses topics like stereotypes, representation, accessibility and role models.
The purpose of the guide is to provide our employees with facts and knowledge as well as hands-on advice, but we are firm believers in sharing our knowledge widely. For that reason, everyone is welcome to take part of AFRY’s Inclusive Communication Guide. Have a look at the checklists and exercises to see if you need to reconsider some of your biases or behavior.
Inclusion & Diversity Week
At AFRY, we value and respect each other’s differences and believe that there is strength in inclusion. Once a year we pay even more attention to this important subject through our Inclusion & Diversity Week.
During this week, we discuss many important topics, and learn how we can be even more inclusive towards each other.
Global & local events
- Inclusion & Diversity Week is a global concept with local events, in total 50 sessions globally.
- For example; Launching of Inclusion & Diversity E-learning
- Gender Equality, International Women’s day
- Unconcious Bias Guide Lauch (AFRYs own guide how to combat Uncocious Bias)
Holi afterwork; Holi celebrates the arrival of spring, the end of winter, the blossoming of love and for many, it is a festive day to meet others, play and laugh, forget and forgive, and repair broken relationships.