Equality and diversity at SMHI
At SMHI, we work for the whole of society – for the public, authorities, and businesses. Therefore, we need people from all parts of our society, with different backgrounds, ages, skills, experiences, and abilities. All our strengths are needed so that together, we can fulfil our vital mission as an expert authority.
SMHI's work on diversity and inclusion, including gender equality, is based on long-term strategic efforts and is formally established annually as part of overall business planning. For many years, SMHI has successfully worked to gradually integrate diversity and inclusion into the overall operations. The aspect of gender equality is part of the management's strategic work as well as the practical planning of activities, their implementation, and follow-up of operations.
We act in line with the national action plan developed by the Government for business and human rights, as well as the government strategy developed by the Swedish Agency for Government Employers, "Inclusive Approach – a Strategy for Diversity in Government". SMHI's code of conduct plays a significant role in gender equality efforts, where everyone at the agency is expected to contribute to a good working environment and promote diversity.
SMHI's approach to concretely working with diversity, inclusion, and gender equality does not generate a separate, isolated document but is an integrated product of SMHI's overall management.
Gender equality throughout your career
All recruitment in the Swedish public administration, including SMHI, is regulated by the Public Employment Act and the Government Employment Ordinance. This means that government agencies base their recruitment on objective grounds, such as merit and competence, with an emphasis on competence when hiring. SMHI applies the same objective criteria for all appointments, including management and internal positions.
For many years, SMHI has maintained a balanced distribution between men and women in the workplace. Over the past five years, women have made up approximately 45% of the managers, and SMHI’s management team currently consists of three women and three men. The proportion of women in management positions corresponds to the proportion of women in the organisation as a whole.
Harassment, bullying, and sexual harassment
Under Swedish law, the Work Environment Act and the Discrimination Act require employers to take preventive measures regarding the work environment and discrimination. The law also obliges employers to investigate when any form of harassment or bullying is brought to their attention.
SMHI works preventively and aims to be a workplace free from all forms of discrimination, harassment, and bullying.
Work-life balance
At SMHI, a good working environment with a balance between work and leisure, contributing to the quality of life of our employees, is important to us. Some of our success factors include excellent opportunities for development, gender equality, diversity, a high manager-to-staff ratio, and flexible solutions tailored to the individual.
At SMHI, everyone, except for production staff who follow a set schedule, has flexible working hours according to a local collective agreement. Flexible working hours mean that, in consultation with their manager, employees can carry out their work at a time and place that meets both the operational needs and the individual’s requirements. This flexibility increases the individual’s freedom and promotes the opportunity for both work and an active personal life. SMHI also has a variety of active clubs to create a pleasant atmosphere at work and to encourage interaction between employees across organisational boundaries.
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Resources and Training
The responsibility for promoting a gender-equal workplace is shared by all employees at SMHI, both managers and staff. Gender equality is integrated into our daily work and everything we do, but some specific initiatives have been taken. Most recently, between 2019 and 2021, SMHI worked on an initiative called "Lika-Olika" (Same-Different). The aim was to increase knowledge about diversity and inclusion within the organisation, as well as to promote a norm-critical approach and knowledge in this area. SMHI has also offered internships to newly arrived academics through the organisation Jobbsprånget on several occasions. This helps newcomers enter the Swedish job market and enriches us as a workplace with new perspectives, experiences, and skills.
As part of SMHI's induction programme, every new employee undergoes an induction process alongside other new recruits. During these days, all new employees are introduced to SMHI as a whole and discuss the role of a civil servant, SMHI's core values, code of conduct, and the importance of active participation. All new employees, whether permanent staff, consultants, or summer workers, also complete an e-learning course on diversity and inclusion.
Follow-up
SMHI annually produces a personnel report based on employee data, which is analysed and the results integrated into operational planning. SMHI also participates yearly in Jämix, the Equality Index survey conducted by the Swedish Institute for Gender Equality. This survey tracks the long-term work on equal conditions, regardless of gender, among both public and private employers. SMHI continues to perform well, maintaining a consistent level compared to other government agencies and the broader labour market. This reflects a long-term, coherent employer policy that promotes gender equality.
