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All people should have the right to reach their full potential, regardless of their gender or identity.

 
 
 
 

ABOUT US

Allbright is a non-partisan and non-profit foundation on the quest to create a more diverse business sector. We continuously review management teams and boards of listed companies to highlight the issue of representation. We educate and support business leaders and employees with tools to successfully drive change. We want companies to recruit the best talent by seeing the potential in the entire population.

You can support us by sending a contribution via Swish to: 123 286 28 78

If you or your organization want to contribute a larger sum you are welcome to contact us on: info@allbright.se.

 

 
 

WHAT WE DO

At Allbright we have one overarching ambition:

All people should have the right to reach their full potential, regardless of their gender or identity.

 

Contact us at DEI@allbright.se for more info or read more about what we do below.

 
 

 
 

DEI TRAININGS

Why? ​ 

  • Most employees and talents increasingly expect substantial DEI outcomes, and global social and political movements increase their expectations of businesses to create change. In addition, there's growing pressure on companies from customers, investors, and stakeholders to advance the social good. DEI training can help an organization unlock the full potential of all employees and to attract and retain diverse talent. 

How?  

  • Your culture is shaped every day by all your employees. Therefore, every interaction is an opportunity to advance diversity, equity, and inclusion. Allbright will tailor a plan to your needs and can deliver virtually or in person. We have experience working with employees, leaders, executive management teams, and boards in various business sectors. 

 
 

OUR DIVERSITY TRAINING THEMES 

DEI – a business strategy  
Build a robust base of DEI knowledge and awareness among all staff. Through statistics and facts, we explore the business case of DEI and create motivation for change. 

Unconscious bias  
Help your team understand the concept of unconscious bias and how to identify and counteract the hidden bias that affects us throughout the whole employee journey. 

Master Suppression Techniques  
Together we explore and overcome the most common master suppression techniques through real-life experiences and everyday cases.  

Inclusive culture and psychological safety 
Together, we change norms in the workplace to create more empathetic and inclusive workplaces where more people feel a responsibility for the culture. 

Inclusive leadership 
Develop your leaders with inclusive leadership training. We give your leaders hands-on tools and methods to create a more inclusive and equal workplace. 

 
 

 
 

ADVISORY SERVICES

We're a consultancy that helps the bravest and most ambitious companies and leaders define the future. Our advisory services bring talent, expertise, and insight for you to make the best decisions contributing to significant, quantifiable, scalable, and sustainable DEI impact.

 
 
 
 

Client examples:  

LKAB, Sandvik, Facebook, Epidemic Sound, Microsoft, Atlas Copco, Svenska Spel, Grant Thornton, KPMG, Scania, Boliden, Accent Equity, Setterwalls.

 

 

OUR TEAM

 
 

Erika Rydgren, head of educational and advisory services

Erika Rydgren has a master’s degree in business administration and finance. Erika has a background as a management consultant and then as a leader in several B2B businesses. Erika has experience of leading and facilitating workshops for management teams as well as supporting clients with DEI strategies, structures and processes as well as creating initiatives and action planning within the field of DEI. Erika is a member of Stockholm School of Economics Gender Advisory board.

You can reach her at (+46)076-525 27 08 or erika.rydgren@allbright.se.

 
 

Sarah Jabar, DEI consultant

Sarah Jabar is educated in political science and economics at Stockholm University and has a background in sales. She has experience of practical equality work from the foundation Make Equal and is an alumnus of Höj Rösten Politikerskola where she was trained in innovative leadership and change management.

You can reach her at (+46)072-351 02 73 or sarah.jabar@allbright.se.

 
 

Tove Dahlgren, vice president

Tove Dahlgren is a political scientist specializing in gender studies. She has experience in leading and facilitating workshops for management teams, supporting clients with DEI strategies, structures, and processes, and creating initiatives and action plans within the field of DEI. In addition, Tove has participated in the national media as an expert in gender equality and diversity issues on several occasions

You can reach her at (+46)073-940 34 05 or tove.dahlgren@allbright.se.

 
 

Amanda Lundeteg, CEO & spokesperson

Amanda Lundeteg holds a degree in economy from Uppsala University and The New York Institute for International Business. She has previously been a board member at the Stockholm Museum of Women’s History and The Royal Dramatic Theatre.

She has been named one of the most powerful women in business, one of Sweden’s 101 top talents, one of the business sector’s 150 communication experts and one of the female leaders of the future. Amanda has appeared as a speaker at TEDx and Creative Mornings.

You can reach her at (+46)070-234 88 08 or amanda@allbright.se

Do you have questions regarding our educational services, please contact our head of educational and advisory services Erika Rydgren at erika.rydgren@allbright.se

 
 

Haffsa Rizwani, Senior DEI Consultant

Haffsa Rizwani is a doctoral candidate in the Department of Leadership, Organization and Behavior at Henley Business School where her research inquiry seeks to understand the career trajectory, advancement and success of Swedish female leaders in the context of socialism and egalitarianism. She is also a member and advisor for the Henley Centre for Leadership. She has studied in Canada, Great Britain and Sweden in subjects as Leadership, International Affairs and Gender Studies.

Haffsa has extensive professional experiences from both Canada and Sweden in management consulting, executive education and the business and legal affairs. She has been a board member for the Women’s Shelter in Sigtuna and is today the Global Ambassador for The Citizen’s Foundation where her advocacy role is to raise awareness and funds for under-privileged children’s education in Pakistan, especially girls. Haffsa can speak and advise in Norwegian, Swedish, English, Urdu and Punjabi.

You can reach her at (+46)073-047 55 07 or haffsa.rizwani@allbright.se

 
 

Jesper Lundquist, analyst

Jesper Lundquist holds a bachelor's degree in statistics with orientation towards sociology and political science. He also has a background as a teacher and musician. Jesper is responsible for analysis and external monitoring at Allbright.

You can reach him at (+46)070-611 58 84 or jesper.lundquist@allbright.se.

 
 
 

Sofie Mattsson, administrator

Sofie Mattsson has many years of experience in business development from an organizational and administrative perspective. Most recently, she comes from an event and communication agency as co-owner and office manager responsible for finance, personnel matters, and administration. She also has several years of experience as a project manager in culture and events. Sofie is responsible for the administrative work at Allbright.

You can reach her at (+46)070-425 19 85 or sofie.mattsson@allbright.se.

Julia Hellgren, communications specialist

Julia Hellgren holds a bachelor’s degree in professional writing from Högskolan i Gävle. She is an experienced copywriter, content manager, and brand communications manager, specializing in digital communication and marketing. Julia handles Allbright’s social media accounts and is involved in our reports and communication efforts.

You can reach her at (+46)070-350 52 00 or julia.hellgren@allbright.se.

 
 

 

REPORTS

Allbright continually reviews gender representation in the business sector. Each year, we publish two reports, The Allbright Report that monitors gender diversity in the management teams of listed companies in Sweden and one in which we investigate a specific area.

 

Executive search firms - The gatekeepers of power, February 2024

Executive headhunters are pulling the strings behind the stage of Swedish businesses. They are the ones with the power to find and promote candidates for the top positions. Despite this, they are seldom held responsible for the lack of equality in recruitment processes. Your ethnicity, age, and where you live can still affect whether you get to the top of the corporate ladder. Women are also recruited at a considerably lower rate – a rate that means Sweden will most likely never reach gender-equal management teams. Meanwhile, other countries are picking up the pace. It is high time for the headhunters to put inclusivity on the agenda.

 

The alarm that awakened the stock exchange, June 2023

After last year's setback on the gender equality front, the progress is now gaining momentum once again, and that with some notice. The proportion of women in executive management positions is increasing, while the boards of large companies are nearing the finish line. The most unexpected improvement can be seen on the green list of gender-equal companies, and among small companies on the stock exchange that have historically been the worst at promoting women. However, Sweden lags behind when it comes to other forms of discrimination. Being a white majority Swedish individual seems to be a merit. For the first time, Allbright has also examined Sweden's most influential family spheres to highlight which owners are engaging in these issues and which are shirking their responsibilities.

 

No new female executives, November 2022

The growth of executive women in listed companies has never been slower. The development is currently at exactly zero after a decade of steadily rising by one percentage point per year. This autumn report demonstrates that gender equality pays off in four out of five key figures. In addition, Allbright examines young adults’ perspectives on discrimination, where an alarming number of people have been affected. There is one clear reason for this. Corporate managers and CEOs all seem to reject certain success factors that would benefit the development of both the business sector and society.

 

Tech dudes caught in their own myth, May 2020

Tech companies are perceived to be modern and progressive. The homogeneity on the c-suite level tells a far different story. Among employees, women and people of color sound the alarm, testifying to discriminatory and unjust conditions. Through statistics and interviews with employees and company representatives The Allbright Foundation has reviewed the work towards gender equality, diversity and inclusion at some of Sweden’s largest tech companies. The results are especially worrisome considering that the tech companies have enormous power to shape our future society.

Puppeteers of the stock market, March 2018

The nomination committees are the hidden power of the Stock Exchange –and only 13 per cent of nomination committee members are women. Interviews with board members and representatives from the nomination committees stress the importance of gender equal boards, but gender equality in nomination boards is not seen as relevant question.

Women CEOs choose gender equality, September 2017

The Allbright report 2017 shows modest progress. The proportion of women increases by a percentage point from last year, reaching 21 per cent. The same bleak result is seen in CEO positions where women are stuck at six per cent. Those believing in rapid change towards gender equality must be disappointed.

Around 85 per cent of companies are still dominated by men and thus hindering improvement.

Private Equity plagued by macho culture, March 2017 

Only three per cent of all partners in private equity (PE) firms are women, while 15 out of 18 firms have management teams consisting of men only. Not a single role model for gender equality can be found in one of society’s heaviest spheres of power.

Virtually all people in Sweden are affected by private equity firms’ operations in some way. The firms have a total turnover of about 300 billion SEK, which is approximately eight per cent of Sweden’s GDP. These firms have a huge influence on the economy and society. But only a few women are invited.

One in five executives are woman
March 2016

Progress is in the air. The number of women in listed companies' executive management is increasing. More companies than ever have gender equal representation and the number of female CEOs is higher than in 2015.

We can not expect gender equal management teams until 2040. This year, the financiale sector made the greatest progress, with women representing 27 percent of management teams and the addition of four companies with female CEOs. 

Wanted: 220 women,
September 2015

Trends are clearly changing. There are more women than ever on boards of directors.  If progress continues at this pace, listed companies’ boards of directors will be gender equal in just 10 years.

Nominating Committees however, are not doing as well and face the threat of new gender quota legislation proposed for the fall of 2016. To achieve gender equal boards of directors, 220 men will need to be replaced by women.