Diversity at Ericsson

The company takes diversity seriously. There are frequent diversity celebration and education events where all are encouraged to share their experiences and advice on how the company can improve. I have no doubt that any complaints on such matters would be taken seriously and the victim would be treated compassionately. Unfortunately, this is not reflected in the gender/ethnic/age make up of the company. Gender and age diversity among engineers and leadership is poor. There are significantly more men than women in engineering. I frequently go to meetings with no women present. Graduate intakes are much more representative. Graduate cohorts are balanced and new graduates will enjoy a much more balanced workplace when working with other graduates.

Its very supportive and helps form a respectful environment for the diverse culture .

Ericsson is making a very clear effort to be better in this regard. There is a policy that all graduate intakes should be 50/50 men/women, regular diversity and inclusion events to raise awareness and foster an inclusive environment.

Ericsson has a lot of initiatives around D&I and Fuel is a great group that promotes women in Ericsson.

Ericsson lives and breathes in its values, with D & I being one of them.

We focus on D&I during the DIAM in October and during IWD but this is not really embedded in day to day routines and work processes, needs work! Graduate retention has not been good, as a YP and a network leader, my self and the committee have been working hard to support YP development and network building which has helped YP retention (People actually reach out to us and say they would have left if it wasn't for some of the genuine care YP committee shows). But now we have a new problem, the YPs are being made redundant which is contradictory to the intentions of the graduate program and YP program. As mentioned before, YPs are struggling to get promoted..

I feel there should be more women in our team.