SHE Index 2022 - Powered by EY

SHE Index 2022 Nordic

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One small step for greater gender equality We are very pleased to share the SHE Index 2022 – Powered by EY. This year the report is published during a time when the war in Ukraine is on our mind, and our attention has been to support primary needs of all people affected by the war.

At the same time, it feels good to look ahead and talk about actions that can contribute to a better future. A future where the workforce and leaderships represent the society. A future with equal opportunities for not only both genders, but all categories of the work force, that being age, disability, race and ethnicity, sexual orientation etc.

We’re still feeling the effects of the pandemic and reports so far show that the disproportionate impact of the pandemic on women in the workforce, and female entrepreneurs in particular, threatens the limited progress made in reducing the global gender gap. At the same time, we have also taken a leap in implementation of technology and enablers that make our days more flexible and provide opportunities to connect that were not available two years ago. Last year we said that if all stakeholders strive for diversity and inclusion the changes, we experience could spawn equal opportunities for all – we still believe this!

The SHE Index is a catalyst for encouraging stakeholders to focus on diversity and gender equality within the whole workforce, including the leadership level. This is measured by addressing the relevant data including aspirations and actions. By joining the Index, companies have taken an important step in being a part of the journey towards gender equality.

To drive this change takes courage and bold leadership. Let us acknowledge and celebrate all the companies who has taken one important step in the right direction by participating in the SHE Index – powered by EY! They dare to be measured and dare to be transparent in their performance.

Together we make it Happen!

Christin E. Bøsterud, CEO, EY Norway Astrid R. Skaugseth, CEO, SHE Community

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The SHE Index and why we still need it

Creating the SHE Index

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Our goals

Nordic Executive summary

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How to read the SHE Index

Winners of SHE Index 2022

Swedish winners

Appendix

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Key figures

Norwegian winners

Finnish winners

Questions & answers

The SHE Index & why we still need it In our time most of us intuitively know that diversity matters – and that inclusion brings everything to life. This does not only make sense from a social point of view – it also makes sense in pure business terms.

Unfortunately, even though we hold this knowledge, change is not fast enough.

Waiting another two centuries for gender equality, as predicted by the World Economic Forum, is too long!

We believe that motivating the corporate world to address gender equality and diversity as business issues, is essential in the transformational journey.

We also believe that this shift will be beneficial from a financial point of view and support the corporate world in adapting to new markets and new challenges.

Innovation and creativity are examples of essential building blocks in our society that prosper when driven by diverse teams. Therefore, we (still) believe that the SHE Index - Powered by EY is an essential tool for benchmarking and driving change.

As more companies dare to join the SHE Index - measure, share and report - the easier it it for others to follow. Together we can drive the change towards diversity, equity and inclusion in all levels of organizations, thus, reflect the demographic harmony of our population and the admissible work force.

It’s time to walk the talk and agree that actions do speak louder than words!

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Creating the index When we first set out to create the SHE Index - Powered by EY, our goal was to find a way to document how far individual companies had come with regards to gender balance, especially at the leadership level.

these actions will form the basis for a wider talent base to be considered when future leaders are identified. 40% of the index account for the actions taken by the companies. This allows us to see the current situation merged with a peek into the future.

Thus, we wanted to create an index that would reflect the true status of gender equality in corporate life. In addition, we wanted to find a way of understanding the underlying factors in achieving progress with respect to equality. The first Index was limited to the major listed Norwegian companies. Now the index is open to all and the number of participants has almost quadrupled from the start in 2018

Many companies have shown remarkable progress in changing what has been a work culture for decades.

Most importantly, we need to see the willingness and the action to create a better and more diversified future, fully recognizing that change takes time.

The Index: ∙ Highlights the overall D,E&I agenda by categorizing the wider topic, hence, embedding age, race, ethnicity, disability, religion, sexual orientation – in addition to gender, thus, recognizing that gender is the common denominator in all diversity categories. We have also stressed that without inclusion, the gain from diversity is not recognized.

In the appendix you will find useful information about the questionnaire and a full overview of the composition and weighting of the Index. As in previous indexes, we would like to stress the fact that we fully depend on the information shared by the participating companies. We do not audit the information.

∙ Opening the index for a wider community measures not only the developments within the largest companies. This is recognizing that lack of gender balance and lack of diversity is a common business issue – not linked to the size of the company. ∙ In addition to reporting the numbers, which accounts for 60% of the total SHE Index score, the Index offers an incentive for organizations to create change within their business, as the Index measures the actions companies have taken to improve gender equality. We trust that

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Our goals Our ambitions

By developing and sharing the SHE Index - Powered by EY we strive to accelerate change both with respect to gender equality and diversity as such. We encourage private and institutional investors to look out for gender balance at all levels, when considering their portfolio.

Supporting bold leadership

We want to see leaders who are willing and able to define new strategies, set goals and implement practices that will contribute to diversity, equity and inclusion.

Encouraging transparency

By being part of the SHE Index - Powered by EY, the companies have accepted to participate knowing that the scores will be made available to the public. We trust that this also drives change internally within the organization, recognizing the steps needed to support the business case of gender equality. Trust and transparency are key components of change.

What is measured, can also be changed.

Numbers do not lie and can form a valuable basis for change. We trust that the Index and the individual scores support companies in moving away from practices that do not support gender equality - towards constructive practices supporting equality, diversity and inclusion at all levels.

Supporting an empowering environment

Leaders who are willing to acknowledge the need for change, and who show willingness to create an environment that is empowering to all, also create trust. Employees who feel trust and support from their leaders, are more prone to excel in their work, thus creating more value for the company.

Inspiration internally and externally

The Index measures the practices implemented for change. Seeing how companies put work and effort into ensuring equality is inspiring. Not only for the company itself, but also for other companies, for their employees and for the future leaders and workers of tomorrow.

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Nordic Executive Summary This year we in total had 122 companies from Norway, Sweden and Finland participating. Of these 109 companies had more than 50 employees and thereby included in the SHE Index 2022. The average score across this selection of participating companies was 71 points. This is an increase of 4 points compared to the participating companies in 2021. This increase is driven by a more gender balanced management, both top management and at the level reporting directly to top management. There is also an increase in the number of companies with improved focus on employees on parental leave. Lastly, there is an increased focus on requiring a gender diverse pool of candidates when recruiting for management positions.

We see that the percentage of women in top management is the same as last year at 36% and that 21% of the companies have a balanced top management!* There is an increase in females who directly reports to top management from 35% to 38%, but more important the number of companies with a balanced direct reports to top management has increased with 9 pp. from 16% to 25% of the companies. The number of companies with a balanced Board of Directors is almost stable from 42% to 44%. On the not so positive note we see a decrease in reported female CEOs, from 25% to 20%.

It is a pleasure to see that 93% of the companies have a written policy on gender equality and 6% is planning to introduce one within the next year; that is almost all! 85% of the companies have an explicit gender balance target for management positions. On how each company can impact others only 24% have a written policy for considering gender in all vendor selection processes.

However, in total 73% of the companies consider gender balance in some or all selection processes.

As for our market sectors it is the Banking & Capital Markets sector that has the highest score of 78 points. Coming in second and third with 76 and 75 points respectively are Construction & Real Estate and Telecommunications, Media & Entertainment.

And last but not least we are happy to see that 85 of the companies that participated in 2021, have participated again this year. *Balanced top management has between 45% - 55% women and men.

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How to read the SHE Index We do of course offer full transparency with respect to the framework, the questionnaire and how the Index score is calculated.

However, we will only disclose one single figure per participating company – the Index score. Other information from the detailed questionnaire (see appendix) will be used in an aggregated and anonymized way to highlight certain topics and to analyze the underlying drivers to change.

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The Index Score

The SHE Index has two focus areas.

60% of the score is made up of the numbers that represent the current state of gender balance within the company.

The remaining 40% measures the initiatives that the company has put in place to increase gender equality and embed D, E&I in the corporate culture.

60%

40%

Current state of gender balance

Equality initiatives

Why? The 60/40 weighting of the Index is important because we want to focus on the policies and practices that will create long term change.

We believe that change takes time, and we should pay more attention to the work that is being done to create positive changes for diversity, equity and inclusion.

The current state of Gender Balance within the company

The key indicator in the SHE Index Powered by EY is the gender balance at Board Level and the top three levels of the company: ∙ Board of Directors ∙ Chief Executive Officer ∙ Top Management reporting directly to the CEO ∙ Management Reporting Directly to Top Management ∙ All employees

Initiatives to increase gender diversity 40% of the score is based on measures and policies that have been put in place to achieve gender equality and supporting the D&I agenda.

These measures can relate to several initiatives taken by the company, like for example initiatives towards gender diversified hiring practices, leadership programs and mentorship programs.

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Key findings Across all registered companies in 2022

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21%

23% 2021

21% of the companies have a balanced Top Management

16% 2021

25%

25% of the companies have a balanced direct report to Top Management

44%

44% of the companies have a balanced Board of Directors

42% 2021

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73%

24%

73% of companies consider gender in some or all vendor selection processes, but only 24% have a written policy for doing so in all processes.

6%

93% of companies have a written policy on gender equality, and 6% are planning to introduce one within the next year.

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93%

85%

72%

85% of companies have an explicit gender balance target for management positions

72% of companies track the share of women among identified high potential employees

85%

60%

85% have programs or initiatives for attracting candidates of both genders to apply for positions in the company

60% of the companies’ top management team are measured on gender balance in their department, and 42% are measuring their manager on gender balance in their department/team.

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Highest sector score

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Banking & Capital Markets

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Construction & Real Estate

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Telecom, Media & Entertainment

SHE Index 2022 Score

Total number of companies in the sector

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High + 1,6 from 2021

14% has a balanced top management

SHE Index 2022 Score

Total number of companies in the sector

76

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High + 9,4 from 2021

57% has a balanced top management

SHE Index 2022 Score

Total number of companies in the sector

75

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High - 1,1 from 2021

All companies have a top management with men/women ratio between 30 and 40%

Sectors As more companies join the SHE Index - Powered by EY it will be possible for companies to compare their results with companies in the same sector. Companies that have a high score in the Index, can therefore contribute to creating a positive change in the sector in general as they set a standard for equality and diversity. As some companies have registered different sectors in 2021 and 2022 we have adjusted last year's sector to be able to compare sector score year on year 16

Average score per sector Average score 2021

1. Banking & Capital Markets

Average score 2022

2. Construction & Real Estate

78pt

76pt

3. Telecom, Media & Entertainment

75pt

4. Other

75pt

5. Technology

75pt

6. Transportation & Hospitality

73pt

7. Energy

73pt

8. Insurance

73pt

9. Consumer Products & Retail

72pt

10. Manufacturing

68pt

11. Professional Firms & Services

12. Maritime

Score from 2021

62pt

46pt

67pt

71pt

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Winners of SHE Index 2022 From Norway, Sweden and Finland

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Ikea

Crayon

Nordea Liv

Consumer Products & Retail

Technology

Insurance

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96

Score: 97,9 + 9,5 from 2021

Score: 97,5 + 18,3 from 2021

Score: 95,9 + 5,0 from 2021

Click here for complete list from Norway 18

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Coor Service Management AB

SPP Pension & Försäkring

Axfood AB

Other

Insurance

Consumer Products & Retail

92

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89

Score: 92,1 + 10,1 from 2021

Score: 91,9 + 1,1 from 2021

Score: 89,0 + 9,7 from 2021

Click here for complete list from Sweden

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Nordea Bank

Futurice

Banking & Capital Markets

Technology

Capgemini Finland Oy

80

74

Score: 80,4 Newcomer

Score: 74,0 Newcomer

Technology

73 Score: 72,5 Newcomer

Click here for complete list from Finland 19

Winner At IKEA, we believe everyone has the right to be treated fairly and be given equal opportunities, regardless of their gender identity, age, sexual orientation, physical ability, ethnicity, nationality, religion or any other dimension of their identity.

We value differences and encourage our co-workers to be themselves, because the uniqueness of each individual makes IKEA better.

Our ambition is to lead home-furnishing retail into the future and create a better everyday life for more of the many people, by putting the people at the heart of everything we do.

One key highlight is our work with gender equal pay. We strive to provide equal pay for work of equal value, regardless of gender.

This work is a critical driver of change in closing the gender gap.

We are aware that gender equal pay isn’t a one-time fix and reaching our goal doesn’t mean we are done – on the contrary: most things remain to be done. We have achieved our commitments, but most important is our sustainable development and systemic change contributing to a more equal world.

We are on a journey to make sure we continuously reduce our gaps developing and broadening our gender equal pay approach to other dimensions of diversity.

Becoming a world leader in equality.

Our wished position is to become a world leader in equality and to have a positive impact in all areas of our business and in society.

In 2020 we announced our new Equality Plan.

The plan has a clear purpose: to help us become a world leader in equality. The plan is a call to action for us and focuses on three movements: co-workers, business, society. Internally, we want to create an inclusive work environment that welcomes differences. Externally, we want to expand our reach and become a force for good in society.

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Equality is a fundamental human right and it is reflected in our values. As a humanistic and value driven company, we believe every individual deserves fair treatment and equal opportunities.

How to strengthen D,E&I Our ambition is to reach gender equality at IKEA, which goes beyond a 50/50% gender balance in all levels and positions. Gender equality is also about creating an inclusive culture where both women and men are valued for their unique contributions.

In our journey to become a world leader in equality, every manager is accountable to closing the gender gap and to shaping an inclusive culture, and every co-worker plays a critical role. Together we will co-create a workplace where we can all be ourselves and contribute with our uniqueness to make IKEA better.

SHE Index 2022 Score

98 1st place + 9,5 from 2021

Even though we have taken some important steps forward as an inclusive company, we always strive to become even better.

challenge our unconscious biases. We are guided by our humanistic values so we can stay true to our promise of inclusion.

We are tremendously humble and grateful of receiving this reward, these results don't come by itself, it requires full commitment in the organization, starting with the management team, a strategic place in the business plans, setting measurable goals and follow up as well as constant ongoing work to ensure the right mindset, skills and behaviours among everyone.

We want leaders to see the value of working in true diverse teams, which brings more innovation, more creativity and more diverse mindset to unleash even more opportunities.

We strongly believe it makes good business sense. Equality, diversity and inclusion are business necessities, impacting co-workers, teams and customers. Because the uniqueness of each individual makes IKEA better.

It's thereby important for us to attract and retain new and existing talents from the widest pool possible, to celebrate differences and

Monica Bogstad Country People & Culture Manager at IKEA

Carl Aaby Country Retail Manager & Chief Sustainability Officer at IKEA

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Newcomer Why did you decide to join the SHE Index?

We decided to join the SHE Index after our CEO participated in a panel debate on how we had managed to get 50/50 women share in corporate management. Some of the other panel participants told us about their SHE Index, and we decided to take part in this. We have had focus on diversity over many years, but this is an opportunity for us to compare ourselves with others, and to get tips on which areas we should develop further.

employees equally. This is written and practiced through our policies (Sustainability, HR- and wage policy) and culture.

Please provide some key highlights on how you work with D, E&I in your company We have committed us to several of the UN Sustainable Development Goals, amongst some, number 8, “decent wok and economic growth” and stated that “TrønderEnergi shall be å sustainable employer”. For us, this means that we believe in the value of diversity, we facilitate lifelong learning, flexibility and trust are our basic attitude, we put our employees first and we treat our

When hiring, we place emphasis on complementing existing teams and then the idea of​​ diversity is central. We alter pictures and job advertisement to attract different people and target groups. In our larger campaigns we have specific goals for women share. To ensure diversity in the recruitment process we have both genders involved.

We are also looking into potential cooperation with partners, such as NAV and Fontenehuset. We believe that we have a social responsibility to facilitate the transition from unemployment to entering – or returning to working life. We have had great success with Hogst AS, which is a collaboration with TrønderEnergi and Red Cross on Networks after imprisonment in Trøndelag. The company provides work for former convicts.

We are proud to have 50/50 women share in corporate management to strengthen business and diversity!

SHE Index 2022 Score

92 22nd position Newcomer

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We have a close collaboration with NTNU and other educational institutions and contribute on master thesis on the thematic on equality for insights and suggestions on measures we can implement in our organization. In order to increase the D, E&I, we e.g translate our website, relevant documents into English.

Best advice on how to increase equality and diversity Our best advice is to implement equality and diversity in all of your processes, culture development and everyday practice. We are lucky to have executives who believe in equality and diversity is an advantage!

Cathrine Tronstad EVP Organization & HR at TrønderEnergi

Rising star What actions have Crayon focused on with respect to your D,E&I agenda?

As a global organization, we are committed to building a diverse and inclusive workforce with equal opportunities for all.

We prioritize diversity in our recruitment processes and in promoting talent within the Crayon family. Our people come from many career backgrounds, ethnicities, religions, ages and genders. However, it goes beyond these differences. We must create an environment where people can simply be themselves. A place where diversity of thoughts, ideas and experiences are embraced and valued.

Equality has a company-wide focus throughout all areas of Crayon and in every country that we operate. We have developed specific programs to promote and celebrate the diversity of our people. This includes our “Faces of Crayon” initiative, which profiles the innovative thinkers and incredible talent we have.

Best advice on how to create more equality and diversity?

Leadership has the power to drive cultural transformation. It starts with action from the top. To build a community where people can be themselves and thrive, we must lead by example and inspire others to follow. We encourage our leaders to be vulnerable and let their personalities shine through. We believe in embracing the variety of perspectives and unique people that shape the DNA of our organization. Every employee’s voice is heard, and all ideas are welcome.

We have bold ambitions to grow as a company and achieve our goals over the next few years. As a people-centric organization, we know that success is linked with the strength of our people. We must create opportunities to help our people shine. We do this because it’s the right thing to do. When our people are encouraged to do their very best work, success happens and great outcomes are achieved.

As part of our Environmental, Social and Governance (ESG) strategy, we established a Diversity, Equity and Inclusion team comprising a cohort of passionate employees from across the global organization. Sponsored by our global HR lead and senior management, this team collectively drives impactful work around sustainability and equality across the globe.

SHE Index 2022 Score

Melissa Mulholland CEO of Crayon

98 2nd place + 18 from 2021

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Winner Coor has the best SHE Index 2022 score and this is why.

Coor is an organization with great diversity in many dimensions and we who work within Coor are a clear reflection of what the Swedish society looks like in general.

Our work is based on clear goals that are well anchored in the organization. One important success factor is a committed management team. It is also important to involve all employees in different ways.

Another success factor is to work actively with inclusion and diversity as a natural part of all our HR processes, our Recruitment processes, Talent Review and the Learning and Development strategy.

It is important to always have focus on both quantitative and qualitative aspects on this topic. By becoming aware of and continuously working actively on basis of accepted methods, we reduce the risk of abusive discrimination, which creates better condition for equal treatment.

Coor D&I targets Promoting diversity and equality by ensuring that each employee is treated respectfully and fairly regardless of their gender, ethnici-

ty or other characteristics, is fundamental to Coor. We have several goals within the area of diversity and inclusion, for example; Equal opportunities, GOAL 50%. The goal is a 50/50 gender balance at management level. Result for 2021 is 49,4% female managers across the company in Sweden as a whole – a figure that has remained stable and is in line with the company’s goal.

Committed and motivated employees, GOAL ≥70. The goal is to maintain a high level of employee motivation (Employee Motivation Index) ≥70. Result for Coor Sweden is 76 and we maintained the same score as last year – a very stable and good result.

How to strengthen D,E&I We work annually to review goal fulfillment within the area. This year, we expanded the number of questions in our annual employee survey with an Inclusion Index, which indicates our success in ensuring that all employees feel included and that we make use of their particular skills and experience. We were pleased to receive a very high score of 83.

Coor is a company where the knowledge, skills and motivation of all our employees are crucial to our success. The great diversity of our workforce is another success factor.

Coor is an important engine of integration, and our different perspectives and experiences enable us to find faster and better solutions where we make use of each others knowledge. Diversity makes Coor a stronger company.

Magnus Wikström CEO, Coor Sweden

SHE Index 2022 Score

92

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1st place + 10,1 from 2021

Charlotte Almberg Business Unit Manager Cleaning, Coor Sweden

Rising star What actions have Axfood focused on with respect to your D,E& I agenda?

We are the second largest food retail company in Sweden and for us it is important to reflect the diversity of our customers.

The fact that Axfood stands for and promotes diversity can be seen both in the range of products offered by our stores and among our employees. We strive to offer all employees equitable opportunities to contribute and develop. We want to be an inclusive employer where everyone is treated with respect and where competence and potential are valued over demographic, cultural or socio-economic differences. We are a large employer and thus we can make a difference by giving everyone the opportunity to grow and fulfil their potential within our company. Our employees’ diversity of backgrounds and skills, competencies and perspectives create new opportunities for us as a company and in the end that generates better results.

We have long had strategic D&I goals where we strive to achieve gender balance among our leaders, where we define balance as representation in the range of 40-60%.

We measure our progress on a regular basis and on different levels of the organization.

Measuring and following up is a way of constantly focusing on the issue. We always have D&I on the agenda. We ensure this by working it into our processes, our leadership model and our core values and corporate culture.

A major step in accelerating diversity and inclusion is our skill-based and semi-automated recruitment process. It ensures an objective selection of candidates in the initial part of the process through tests and questions and ensures that the right person with the right skills and competencies gets to meet with us for an interview rather than the people with the best CV or the longest experience.

Best advice on how to create more equality and diversity?

It is not a quick-fix but something that takes time. Diversity and equality have to be a priority in the company in order to be able to achieve results. And it has to be a top management priority too. Setting goals, measuring and integrating D&I in the company's culture and leadership model is also very important as our leaders are a key factor in driving an inclusive culture that promotes diversity and equality. And then making sure that D&I is also reflected in the processes that directly affect diversity and gender equality on all levels of the organization. We can't afford to lose skills due to our conscious or unconscious biases.

SHE Index 2022 Score

89

Monica Längbo HR Director Axfood

3rd place + 10 from 2021

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Winner Why did you decide to join the SHE Index?

Diversity & Inclusion is at the top of the agenda in Nordea, and gender balance is an important part of this. We have both internal KPIs and external commitments to gender balance through our Group Targets.

We have participated in the SHE Index in Norway for several years and a couple of years in Sweden. Our four home markets are Finland, Denmark, Norway and Sweden, so this Index is a good choice for us.

80 Score: 80,2 Winner

We want ensure a workplace that offers equal opportunities. We also want to contribute to an equal and inclusive society. By working together with our employees, customers and partners, we hope to contribute to sustainable societies.

A few examples of Nordea activities to support diversity and inclusion: ∙ Group KPI’s ∙ Continuous improvement, integrating D&I in all parts of our people processes, such as recruitment and talent management ∙ Equal parental leave for rainbow parents also in countries where legislation is not yet covering this ∙ On-going awareness raising and training on diversity and inclusion, and tools for inclusion at meetings, in recruitment, the work environment and in our communication

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∙ Employee Resource Groups (ERGs) focusing on cross-cultural inclusion, gender balance, LGBT+ inclusion, ability variation and cross-generational inclusion ∙ Participating in Pride and European Diversity Month ∙ Signatory to the European Diversity Charters in all locations

Pioneers 74 Score: 74,0 Newcomer

73 Score: 72,5 Newcomer

69 Score: 69,0 Newcomer

64 Score: 64,0 Newcomer

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2. Futurice Why did you decide to join the SHE Index?

We joined SheIndex, because we want to be transparent about our the state of DEI in Futurice. We believe that in this way we can encourage other organisations also to make an effort towards becoming a more diverse and inclusive workplace. Publishing the state of certain key DEI indicators creates accountability, both towards each other but also towards ourselves.

Please provide some key highlights on how you work with D, E&I in your company DEI is a strategic choice for us, and we believe that in order to be a successful organisation in the future we must we diverse and inclusive. DEI is built in to our company strategy, and we have set ourselves ambitious and measurable goals to make sure that as a company we progress towards our DEI ambition.

Our Board of directors holds us accountable towards those goals. Our goals are around creating a more inclusive culture, diversifying our leadership and improving gender balance in our tech competence (the one unit where it is currently not balanced). The goals are based on data, and designed to make an impact where it needed the most. In order to achieve these goals, we have had targeted initiatives to accelerate our progress - such as an Inclusive leadership mentoring programme; Inclusion canvas open source tool to create more inclusive products and services; targeted Inclusion trainings for new joiners, leaders and recruiters; monthly internal DEI meetups; and many more. In addition we are scrutinizing all our processes, structures and ways of working in order to make them more inclusive.

3. Capgemini Why did you decide to join the SHE Index?

Capgemini continues to make strong progress in the representation and progression of women at all levels of the organization. This is a result of our ambitious program focused on improving female representation in recruitment and promotions, providing mentoring opportunities, and supporting women at key moments in their professional and personal lives. Capgemini has also committed to establish a diverse, inclusive and hybrid work environment, where all talents are offered equal opportunities to thrive.

Being part of She Index provides us a good opportunity to strengthen our commitment to gender balance as She Index makes it visible via numbers. It enables us to develop our targets further and follow up on performance. With transparency and concrete indicators we are not only a visible benchmark to others in the technology industry but committed to make a difference by continuously 28

evolving as a responsible employer promoting diversity, inclusion, and equality.

Key highlights on how you work with D, E&I in your company We foster an equal and inclusive culture by organizing trainings and events that promote awareness and contribute to our employees feeling safe as they are in our community. In 2021, we established a local LGBTQA+ network OUTfront to give better structure for our local employees to collaborate and network with Capgemini’s global OUTfront community, which has existed even before that.

On a cultural awareness note, we organize Culture café events on a regular basis to enable our employees to share knowledge and learn from the different cultural heritages and identities represented in our community. Capgemini Finland has also made a commitment to have female quota of 40% by 2025 (2022: 32%).

4. Tietoevry Why did you decide to join the SHE Index?

We think that the SHE Index provides a good set of indicators to strengthen transparency in many areas, such as stakeholders’ focus on diversity and inclusion in leadership and workforce, equal compensation, and worklife balance. We plan to utilize it and the learnings globally as we move forward.

some years. It is a business imperative for us to develop new digital services for diverse users. Also, there has been a shortage of competencies in key areas for many years already – we need to utilize our markets’ full potential to fill that gap. Furthermore, when competing for the best talent, the company culture plays a key role.

We have joined the SHE Community to be together with like-minded companies and learn through benchmarking from the best.

We have now participated in the SHE Index across Norway, Sweden, and Finland and continue to use the Index as an essential tool for developing inclusion and diversity within Tietoevry globally.

We have publicly stated that we aim to achieve a 50/50 gender balance by 2030. The actions taken for this ambition include looking into our own processes i.e. recruitment practices and successor planning, tackling the unconscious bias by training and gamified recruitment process, highlighting our female roles models internally and externally. We have also taken steps to more inclusive and gender-neutral job ads, which has resulted in increase in female applicants and share of female in new comers during 2021.

Key highlights on how you work with D, E&I in your company Tietoevry has been working strategically to advance diversity – and gender balance, for

5. EY Why did you decide to join the SHE Index?

I know from experience that what gets measured, gets done. The SHE Index represents, for me, an opportunity to learn from others and to develop our practices, while celebrating our progress so far and giving us a direction to aim for.

Key highlights on how you work with D, E&I in your company Our aim is to have D, E & I featured everything we do – from the way we recruit, how we

develop our employees, how we promote, how we staff our projects all the way to how we lead our teams. We work at D, E & I internally and externally – by creating a culture of equality and by taking an active part in society through, for example, sponsorship of Helsinki Pride and through our volunteering program EY Ripples initiatives as well as by being a partner of the SHE Index.

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Appendix In this section you will find ∙ The questionnaire ∙ The weighting ∙ Q&A The SHE Index consists of two main categories:

60%

40%

Category A

Category B

The gender distribution for the BoD and the top three management levels.

A questionnaire where each company describes its policies and targets in place.

It is important to remember that the numbers provided for the Index are provided by the companies themselves. We assume that the companies act in good faith and provide the correct numbers.

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Actual gender balance Actual Gender Balance, measures the current balance of women and men at several levels of company management and employees in total. This accounts for 60% of the total SHE Index score, because we believe that ultimately, actual results matter when it comes to gender balance.

For the calculation of the SHE Index score for each company, we use the formula in the illustration below. E.g. 45-55% women and men at each management level gives 100% score in this section. Gradually reduced, depending on the numbers, from 90% towards 10% share of women and men - which would give a 0% score.

In addition, if any category has a difference of one person between men and women, this is counted as perfectly balanced.

10%

45% Glide path (100-0%)

0%

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55%

100%

90% Glide path (100-0%)

0%

2.4% All employees

6%

Board of Directors

22.8%

Direct reports to Top Management

28.8%

CEO & Top Management

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Other categories Policies and measurement

Which policies the company has implemented, and how gender balance and equality is being tracked in the company.

Actions

Which specific actions the company has implemented to improve gender equality.

Talent and recruitment

Which initiatives, policies and actions have the company implemented to recruit, retain and develop talent of both genders?

Gender pay gap

How much do women earn on average in the company compared to men?

General Diversity and Inclusion

Which general D&I policies have the company implemented?

This category emphasize that in order to improve gender equality, diversity and inclusion in general must also be in focus.

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The weighted questions Policies and Measurement ∙ Does your company have a written policy about gender equality? ∙ Does your company have an explicit gender balance target for management positions? ∙ Are all managers in your company measured on the gender balance in their department/team? ∙ Are all members of your company’s top management team measured on the gender balance in their department? ∙ Who is ultimately accountable for improving gender balance in your company? ∙ How does your company measure progress on gender equality initiatives?

Actions ∙ Does your company have specific policies for considering the gender equality of vendors or contractors in selection processes? ∙ Is your company committed to specific actions to improve gender balance among all employees? (and if so, what are they?) ∙ Is your company committed to specific actions to improve gender balance in management positions specifically? (and if so, what are they?) ∙ What parental benefits do you as a company provide to your employees beyond the legally required minimums? ∙ Does your company have instructions for following up employees on parental leave? ∙ Does your company have a process for following up employees returning from parental leave?

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Talent and Recruitment ∙ Is improving/maintaining gender balance systematically considered when promoting or recruiting candidates to top management positions? ∙ Does your company have a practice of equal representation of men and women in the decision-making group when recruiting or promoting candidates to top management positions? ∙ When recruiting external candidates for management positions, does your company require a gender diverse pool of candidates from internal/external recruiters? ∙ Does your company track the share of women among identified high potential employees? ∙ Does your company have programs or initiatives for attracting candidates of both genders to apply for positions in your company?

Gender Pay Gap ∙ Is your company committed to actions to reduce disparities in the average pay between women and men? (and if so, what are they?)

General Diversity & Inclusion ∙ Does your company offer Diversity and Inclusion (D&I) training for all employees? ∙ Does your company offer specific Diversity and Inclusion (D&I) training for all managers? ∙ Does your company have a written policy against workplace discrimination? ∙ Does your company have an established process for anonymously reporting workplace discrimination?

Q&A Why does the board level just count for 6% in the Index?

When it became the law in Norway to have minimum 40% female representation at the BoD, it was expected that this would also increase the number of female leaders.

This has however not happened, and the percentage at top management level has not increased much over these years. Although some BoDs actively promote gender equality we believe that the top management in general are more active in setting the agenda within a company, than the BoD. Why is the CEO and top management level weighted only 28.8% and their direct reports almost as much (22.8%)? Isn’t top management much more significant?

We believe that the first major changes in most companies will come at the level below top management, which often will be the recruitment base for top management.

For this reason we consider it important to highlight this level, despite a lower managerial influence.

You want to expand the number of companies participating in the index.

What are your expectations in regards to companies participating in the Index?

In the first Index in the autumn of 2018 26 of Norway’s largest listed companies participated. This was just the start. Today we have approximately four times the initial number of participants. We are aiming for an increasingly higher number of participating companies, and we are planning to make the Index a global Index for gender equality within the next years.

When does the SHE Index open for next year? ∙ The Index is always open or registration and to fill in the questionaire. ∙ All questionaires submitted in 2021 are included in the 2021 result. ∙ All questionaires submitted in 2022 are included in the 2022 result. ∙ Each year we have a cut-off in February to analyse and publish the SHE Index Report including all submission up until the deadline.

Some companies have the same score.

Why not in alphabetical order when that happens?

We chose to publish the Index score without decimals. Where several companies have the same Index score there are only minor differences, but we have ranked them by the decimals.

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