On a global level, Ericsson has made it a top priority to achieve a representative proportion of women at all levels of management and to increase the proportion of people from different backgrounds among the company’s top 200 executives. Locally, each country manager defines country diversity priorities in accordance with national circumstances and legislation.

The company’s diversity targets have both a short-term perspective and a long-term perspective, which looks as far ahead as 2020. As a general guideline, all senior management teams at Ericsson should include a mix of men and women of different nationalities.

Ericsson actively works to develop each employee’s:

Mindset: Global online diversity awareness training is available for all employees. This training increases awareness and reinforces a culture and climate of respect and inclusion in the workplace.

Skill set: Ericsson provides learning opportunities and toolkits to managers in order to increase their skills, knowledge and ability to manage a diverse workforce.

These learning opportunities include the following:

• Leadership core curriculum and all executive development programs that incorporate diversity and inclusion topics.
• Collaboration tools about diversity and inclusion issues in the workplace. 
• Mentoring and coaching programs.

Execution: At Ericsson, in order to ensure leadership accountability and ownership, every manager receives feedback on how they contribute to fostering a diverse work environment and has diversity-related goals as a part of their annual Individual Performance Management (IPM) discussions.

The annual employee survey guides improvement actions locally and globally and helps shape local and global initiatives. Best practices are identified, recognized and shared across countries.