• LGBTIQ+ Diversity Management
• Protection against LGBT+ discrimination in the Code of Conduct or similar.
• Sanctions in case of discrimination against LGBTIQ+
• No gender-specific dress codes
• Participation in queer public events (CSD/pride/queer street festivals/etc.)
• Gender-inclusive language in official internal communications
• Use of new first names possible before official change of personal status (for door signs, email addresses, etc.)
• Training for employees on how to deal with sexual and gender diversity
• Confidential support in the coming-out process
• Personnel development measures explicitly for LGBTIQ+ employees
• For international business trips or assignments abroad: information material for employees with explicit information regarding LGBTIQ+ safety in the destination country
• Measures to reduce prejudices and fears towards HIV-positive employees
• Measures to strengthen LGBTIQ+ health
• Anonymized application procedures
• Program for allies, e.g., an ambassador program or other measures to promote allyship (allies are supporters of the LGBTIQ+ community)
• Commitment by business partners to LGBTIQ+ protections in their code of conduct (e.g., in a supplier code of conduct)

We love and live diversity! We are never looking for talents that fit, but that add to our culture. “Equal” opportunities are not equal. Not everyone starts from the same line, some have to face a lot more struggles to get there. We have understood this, and offer extra support for those who may need it. We at Futurice have come up with a dedicated tool called the Inclusion canvas. It helps product and service creation teams consider the needs of more diverse end-user groups in their work that they might otherwise overlook. It is a collaborative tool that offers an easy way for teams and organizations to make the products and services they design more inclusive. Its purpose is to make sure that teams responsible for creating these products and services have the means to analyze their choices and decisions from diverse perspectives in the development stage. In order to truly benefit from having diverse people in an organization, those people must feel like they have a voice, that they belong and can contribute as their true selves – and this is what inclusion is all about. And diversity without inclusion simply does not work. In addition to the audit, we’ve also included DE&I as a key element in our company strategy, and created measurable DE&I goals. With the help of a roadmap we can continuously monitor our progress and ensure that we are making improvements every day as we work to reach our goals.