Data basis for action selection
Actions in this plan were chosen using the following gender - disaggregated workforce measurements (JEDI1.1), covering FY 2025/26:
# Measurement Finding Implication for actions
1 Pay by gender and job category (lönekartläggning, April 2026) No unjustified gaps identified across 8 job categories Pay equity maintained. Annual review continues.
2 Headcount by gender Female/Male across group. Icebug AB: 26F/21M. Icebug
Gender split reasonably balanced. Board moving to 50/50 from Summer 2026.
and Belonging
# Measurement Finding Implication for actions
USA Spc: 4F/0M. Icebug Norway Sales AS: 2F/0M
3 New hires by gender (FY 2025/26) 3 hired, 2F and 1M. Reasonable split
4 Leavers by gender (FY 2025/26) 1F Reasonable
5 Training opportunities by gender (FY 2025/26) Everyone at Icebug was invited to at least 3 training sessions. 32F/21M.
Equal access to training opportunities by gender (all employees invited) – maintain current practice and continue to monitor annually.
Stakeholder feedback was also considered through: worker input gathered in the JEDI working meeting (May 2026); customer stor ies collected over many years relating to product access and mobility; and feedback from the B Corp community through our collectiv e action work.
Action plan
The table below covers Years 0, 3, and 5 of the B Corp certification cycle. Year 0 is the current certification period (submi ssion 2026). Years 3 and 5 correspond to recertification periods in approximately 2029 and 2032.
Year 0 — Actions implemented before submission (2026)
4 actions | Foundation, Within the Workplace, Beyond the Workplace
and Belonging
2.a Public fairness and belonging commitment
A public statement committing to fairness, equity, and belonging across Icebug's operations, customers, and community. Approved by co- CEOs David Ekelund and Tom Nilsson. Published commitment statement on icebug.se. Signed by David Ekelund and Tom Nilsson.
David Ekelund / Tom Nilsson
2.g Inclusive hiring practices
Documented hiring process covering: inclusive job ad language, structured interview panels, consistent candidate evaluation criteria. Applies to all hiring in Sweden, USA, and Norway.
2.s Collective action Let the Forest Live and B Corp community Active, ongoing coleadership of the Let the Forest Live initiative (~1 MSEK/year).
Inclusive hiring policy document available internally . Lhina Segerbo
Organizer of B Corp Month Stockholm 'Raise Your Voice' event (March 2026), Let the Forest Live initiative documentation. B Lab Nordics LinkedIn post (March 2026). Nordic collective letter and signatory list.
Published May 2026 . https://www.icebug.com/exploreicebug/fairness - and- belonging - at - icebug
HR time to document existing practice. Already implemented. Done
David Ekelund Ongoing financial commitment (~1 MSEK/year). Green Friday , 1% for the planet
Implemented ongoing
including launch of the Nordic B Corp collective letter signed by 100+ B Corps. Collective actions advance fairness, biodiversity, and systemic change framed explicitly as interconnected in Icebug's public commitments.
2.n Publish JEDI action plan publicly This action plan and annual progress updates published on icebug.se. Updated at each recertification cycle and when material changes occur. All workers notified of publication and given direct access.
Press release (mynewsdesk, March 2026).
Published plan on icebug.se. Internal allstaff communication confirming access on all of icebug on teams . James Varkey Website update. Allstaff teams message. https://www.icebug.com/exploreicebug/fairness - and- belonging - at - icebug
2.a Renew public commitment
2.d
Board and executive team reflect community diversity
Updated fairness and belonging commitment statement reflecting progress since Year 0 and any changes to workforce or strategy.
Assessment of board and executive team composition across three chosen social identities (to be confirmed — likely sex, age, and a third identity based on workforce data). 50/50 board gender composition from May 2026 is the primary evidence base for sex.
2.m Website accessibility assessment Assessment of icebug.se against WCAG AA standards, conducted by a specialist with manual testing. Covers vision, hearing, mobility, and cognitive access needs.
2.s Continue collective action
Ongoing co- leadership of Let the Forest Live
Updated statement on icebug.se.
David Ekelund / co- CEO
Minimal update to existing document.
Board composition data. Documented choice of three social identities with rationale. Community benchmark data.
James Varkey / David Ekelund
Data collection and documentation. Board discussion.
Planned
Accessibility conformance report. Specialist sign - off.
James Varkey / GE External specialist cost. Estimated 1 - 2 days.
Planned
Updated initiative documentation.
David Ekelund Ongoing (~1 MSEK/year).
Planned
Planned
2.n Update and republish JEDI plan
and participation in B Corp community initiatives. Updated evidence documenting continued outputs.
Updated action plan published publicly, reflecting Year 0 progress and Year 3 actions. Shared with all workers.
Updated plan on icebug.se.
James Varkey Minimal. Planned
2.q Product inclusivity assessment
Assessment of Icebug footwear for inclusivity using customer and user feedback. Identifies social identity groups facing barriers to outdoor movement in winter conditions specifically elderly people and people with reduced mobility or balance impairments and documents how Icebug's traction technology addresses those barriers.
Assessment document referencing user stories and customer feedback. Published as part of brand and product documentation.
Jerome Manceau Internal time to compile existing user stories into assessment format. Planned
Year
5 — Actions to be implemented by recertification (approx.
2032)
5 actions required | Indicative to be confirmed at Year 5 Year 5 actions will be confirmed at the Year 3 recertification review, informed by updated workforce data, progress on Year 3 actions, and stakeholder feedback at that time. Indicative actions are listed below.
2.a Renew public commitment Third renewal of commitment statement. Updated statement. Co- CEO Minimal. Indicative
2.c Policy review using fairness principles Review of at least five internal policies using JEDI1 data, stakeholder feedback, and the commitment statement. Update policies where needed. Policy review records. Updated policies.
Lhina Segerbo / James Varkey HR and legal time. Estimated 3- 5 days. Indicative
2.d Renew board diversity assessment Updated assessment of board and executive team across the three chosen social identities. Updated composition data. James Varkey Data collection. Indicative
2.r Redesign product for greater inclusivity Using findings from the Year 3 product inclusivity assessment (2.q), implement a specific design change to an existing product to remove an identified Redesigned product. Customer feedback on redesign. Jerome Manceau Product development resource. To be scoped. Indicative
2.n Update and republish JEDI plan
barrier. To be scoped based on 2.q findings.
Updated plan published publicly. Updated plan on icebug.se.
James Varkey Minimal. Indicative
