TDUK Equality Award 2023

An award to the regional member company with an outstanding commitment to inclusion and diversity.

Södra was recognised for having a clear, ambitious inclusion policy which aims to change their own working culture and act as an inspiration to others.

Gender diversity has been an active focus of the company for more than a decade. They have set clear targets and report on the number of women both across the company and those in senior positions. By integrating gender diversity into their governance, and setting company wide targets, Södra has given equality a clear path and footing by which it can be improved.

Södra’s target is for 50 percent of newly appointed managers to be women by 2025. So far their efforts have led to a five percent improvement between 2020 (29%), and 2022 (34%), as set out in their most recent Annual Report. Gender diversity is already reflected well in their senior leadership team, with their President and CEO, Chief Strategy Officer, Head of Innovation and New Business, and HR Director all female.

Another target in their action plan is for greater diversity and gender equality in Södra’s membership, with a target for at least 40 percent of Södra’s elected representatives to be women by 2025. Activities to support this include Nomination Committee training, and a review and adaptation of communication with forest owners from a diversity perspective.

The success of Södra’s work to offer an equal and inclusive culture; where everyone feels welcome, respected and valued; is receiving recognition. They have been named by graduating engineers as a ‘Top 10 Career Company – by Young Professionals’, and achieved an ‘EcoVadis Platinum’ level – the highest possible –  in this independent survey of more than 100,000 companies in over 200 sectors and 175 countries on their work for the environment, fair working conditions and human rights, business ethics and sustainable sourcing.

Södra’s outlook on equality is active, rather than passive, and includes community involvement, partnerships with schools and universities, as well as ongoing training for all employees to prevent issues such as bullying or discrimination.

Södra has also updated a strategic program to make the transition even more offensive and robust. This ensures a clear leadership program at group level which demonstrate to themselves and the world that this is an important competitiveness advantage – from forest owners to consumers.