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SDG 10: Reduced inequalities

Conclusion believes in the power of difference. In people, characters, and expertise areas. The cohesion in these differences is what connects and strengthens us. In order to utilize the differences in our ecosystem, we are building an inclusive working environment based on our shared principles.

What makes us different makes us unique

We aim to create an open and safe business culture, in which we can speak to one another about behaviour and which everyone can be a part of. Employees should feel free to express their opinions. Every individual can be and is allowed to be who they are. In fact, what makes us different makes us unique.

We need cohesion too

The cohesion in our differences is what connects and strengthens us. To encourage diversity and inclusion, we follow a broad approach. We arrange discussions and activities on crucial topics like safety and trust in the workplace, health, vitality, and team building.

Where we’re headed

The convictions we have to reduce inequalities have been translated into strategic ambitions. By 2025, we will have achieved the following milestones:

1. A socially safe working environment for everyone

A socially safe working environment means a work climate in which employees feel free to express their opinions and don’t have to be afraid of insults, humiliation, or intimidation (interpersonal relationships in the workplace). Physical safety is just as important: actions that cross boundaries will not be tolerated.

2. Inclusive working environment for everyone

We aim to create an inclusive culture. When you bring different types of people together, the most fantastic things occur. Acceptance and appreciation are keywords for employees who feel that they are both accepted and appreciated for who they are, irrespective of gender, age, beliefs, or ethnic background.

3. Diversity – including gender diversity – in all layers of the organization

Our aim is to ensure that the percentage of women working for us is at least 10 percentage points higher than the IT industry average. In addition, we aim to ensure that the percentage of women in the sub-top relative to the number of men in the sup-top at Conclusion is 2.5 percentage points higher than the total percentage of women relative to men at Conclusion.

4. Increased participation in the labour force

Conclusion wishes to contribute to a society in which everyone can participate, which is why we actively assist those who need help. We have set up an intake programme, for instance, for refugees who want to use their IT expertise or other skills at Conclusion.