Equality plan 2023 for Yachting Router (Wifi.se Sweden AB)
Table of Contents
Purpose of our equality work…………………………….. 1
Equality plan …………………………………………… ………… 2
Working conditions…………………………………………… ………… 2
Acquisition work and parenthood………………………………………… 2
Sexual harassment ………………………………………… ……… 3
Competence development and recruitment…………………………….. 3
Salary issues …………………………………………… …………………… 4
The company’s responsibility…………………………………………… ………. 4
Responsibilities of the work environment manager…………………………………………… 4
Revision of the plan…………………………………………… …………. 4
Equality plan for Yachting Router (Wifi.se) 2023
The purpose of Wifi.se (Wifi.se Sweden AB) equality work is to promote women’s rights
and men’s equal rights in terms of work, employment and other working conditions
as well as development opportunities at work. An equal workplace is one
attractive workplace. An equal workplace means for women as well
as men, among other things, to:
be represented in all positions and at all decision-making levels,
be able to influence their work situation and feel participation,
the salary is determined based on objective grounds,
be offered equal opportunity for employment,
are offered equal opportunities for qualified tasks,
develop in their work and have the opportunity for individual competence development as well
be able to combine gainful work and parenthood.
The equality work in Yachting Router (Wifi.se Sverige AB) is run both through active
measures and by integrating the equality perspective in the other
the business. All managers have a responsibility to operate systematically
gender equality work but also has responsibility for within its area of operation
integrate the equality perspective in the decision-making process, in operational management
as well as in follow-up and evaluation of the results.
This Equality Plan applies in 2023. The plan is revised annually and applies
until the next edition is decided.
Equality plan
According to section 13 of the Equality Act (1991:433), the employer must establish a
plan for their gender equality work for each area described in
Sections 4-9, as well as an overview of the action plan for equal opportunities
salaries. The equality plan covers the year 2020.
Working conditions
Overall goals
The working conditions within the company – both the physical and the
psychosocial – must be such that they are suitable for both women and men.
Both women and men must have good opportunities to influence their work situation.
Current status
The company has a written equality policy, which must be updated
during the annual audit of Systematic Work Environment Work. In addition to payroll mapping
no active activity to investigate differences between the sexes has occurred.
An important measure of conditions in the workplace is sickness absence.
The company’s objective is a continuous reduction of this absence through, among other things
an active collaboration with occupational health services.
Detailed goals and actions
Inform all employees about our equality plan.
Responsible: CEO.
Development calls. During 2020, all employees must be given the opportunity to have a development interview with their immediate manager.
Responsible: CEO.
Reduce sickness absence in total.
Responsible: All work environment managers.
Acquisition work and parenthood
Overall goals
Employees who are parents can combine paid work and parenthood.
Current status
So that parents can combine gainful work and parenthood
the working conditions must be adapted as far as possible to the requirements that
parenthood entails. There is still an imbalance between gainful employment
women and men, even if the situation has improved in recent years, regarding responsibility for home
and children. This imbalance is by far the most important reason why women and men still do not
are equal in working life. As an employer, we must therefore strengthen and improve
the conditions for combining gainful work and parenthood for both women and men at all
levels in the company.
In the case of women, it is mainly about not losing out in terms of career, skills,
salary development or pension and for men it is often about attitudes towards
parental leave. For both women and men, the period of parental leave can mean that they
are not noticed, that they do not feel involved and that they lose contact with
the workplace.
Detailed goals and actions
The salary setting and salary development for parental leave will come separately
to be followed up in wage surveys between the parties in Wifi.se (Wifi.se Sweden AB).
Responsible: CEO.
Special consideration must be given to the situation of the parents of young children in
planning staff conferences, meetings, training and
trips.
Responsible: Working environment manager.
Parental leave must be given information about what happens on it
the workplace.
Responsible: Working environment manager.
The return to work of those on parental leave shall be facilitated by
required skills development.
Responsible: Work environment manager.
The employer’s positive view of parental leave must be communicated to the men
who are expectant parents.
Responsible: Working environment manager.
Sexual harassment
Overall goals
No employee shall be subjected to sexual harassment.
Wifi.se (Wifi.se Sweden AB) policy and action plan to prevent and prevent
sexual harassment must be continuously applied and be well known in the organization
Sexual harassment refers to both physical and verbal harassment as well
also exposure of objectionable images within the company’s premises.
Competence development and recruitment
Overall goals
Both sexes must be represented in all different types of
work and within different categories of workers.
Current status
Men are overrepresented within certain professional groups, while women are overrepresented in
other professional groups within the company.
Detailed goals and actions
All employees must be given the opportunity for skills development and/or career planning
within the professional groups that appear within Wifi.se (Wifi.se Sweden AB)
Responsible: Working environment manager.
When project and working groups are appointed, there must be an even gender distribution
pursued.
Responsible: Manager who appoints group.
Vacancies must be described in a gender-neutral manner.
Responsible: Manager who runs recruitment.
The most meritorious of the gender that is underrepresented must always be called to an employment interview, provided that the competence requirements are met.
Responsible: Manager who runs recruitment.
Salary issues
Overall goals
In Wifi.se (Wifi.se Sverige AB) salary and other terms of employment for both women and men
be factual and equal.
As of 2017, the law has been changed and now wage mapping must be done
every year. The mapping must be done in collaboration with the trade unions if they exist and
designate professional groups that are to be regarded as equivalent and report gender distribution as well
such as pay levels with special consideration of unreasonable differences between the sexes. Also
the wages of those on leave must be taken into account.
An action plan based on the survey must be drawn up in the same year as
the mapping is done if unreasonable differences can be perceived.
Wifi.se responsibility
The CEO has overall responsibility for the equality plan and implementation
of all its constituent parts.
Responsibility of the work environment manager
Each work environment manager is responsible for implementing the measures that contribute to
meet the goals of this equality plan.
Union co-determination
All ongoing work on equality issues must be done in agreement with the trade unions
the representatives. This also applies to mapping and analysis.
Revision of the plan
The protection committee is responsible for Wifi.se (Wifi.se Sweden AB) equality plan annually
revised in collaboration with, if there are, the local trade unions at the same time
as the plan is extended by one year.
This equality plan is posted on the company’s website so that all employees and customers
can easily take part in it.
Stockholm 2023-05-15
Wifi.se (Wifi.se Sweden AB)