Specific goals move us forwards.
We want to embrace diversity and encourage innovation and enthusiasm by allowing different perspectives to meet, and to benefit from diversity in the development of our business and in our interactions with our clients.
• the business should be free from discrimination
• all employees should have equal rights and opportunities in terms of work and opportunity to develop
• the share of women among newly appointed partners and counsels in the next five years should be 50 per cent
• no one should feel discriminated against on any of the grounds of discrimination
• no one should feel harassed or bullied at the workplace in any form whatsoever
• no one should feel discriminated against during the recruitment process or appointment of positions, irrespective of whether the position is appointed internally or externally
• there should be no differences between salaries or terms of employment based on any of the grounds of discrimination
We strive for gender balance in all practice groups, project groups and other collaboration forums. The firm’s Board of Directors consists of four women and five men. In our corporate management team, we have eight women and two men, while our three local Managing Partners are all women – and one is also the CEO for the whole of Vinge. The gender distribution is relatively even at all levels of our associates, but there is an excess of men at the partner level. Therefore, we have a clear goal of increasing the number of female partners.
In total, during the period 2015–2024, 47 per cent of the new partners appointed at the firm were women and 53 per cent were men. Moreover, since 2023, 58 per cent of the new counsels elected have been women and 42 per cent have been men. On 31 December 2024, 63 per cent of our counsels were women and 37 percent were men. As the counsel role often serves as the recruitment base for new partners, we view it as positive that a majority of those in this role are women. As of the same date, women accounted for 27 per cent of partners, while men accounted for 73 per cent—figures we are not satisfied with and are systematically working to change over time.
Our goals are followed up continuously in Vinge Puls, the annual salary review, and internal collaboration forums. These include reference groups and a collaboration group where we identify and discuss risk issues concerning our operations. The group agrees upon which active steps need to be taken to minimise any potential risk of discrimination and how to promote diversity and equality in our workplace. Our active measures are documented and communicated annually in our Plan for active measures for equal treatment.
