At Ericsson, we work proactively
to improve diversity and inclusion globally.


Our goal is to encourage a gender-intelligent organization which recognizes and values the differences that both men and women bring
to the business.

Over the past few years, Ericsson has made steady progress in increasing the number of women at senior-level positions.

We welcome the introduction of
new legislation by the UK Government
that requires all companies in the UK with 250 or more employees to publish their gender pay
gap* data.

*The gender pay gap differs from equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman. The Gender Pay Gap shows the differences in the average pay between men and women. If a workplace has a particularly high gender pay gap, this can indicate that there may be a number  of issues to deal with, and the individual calculations may help to identify what those issues are. In some cases, the gender pay gap may include unlawful inequality in pay but this is not necessarily the case.