English

Ann-katrine Roth, legal expert, writer and consultant, started the company E(uro)QUALITY/ JÄMSTÄLLDHETSKONSULT in 1993 with the new business concept: gender equality gives positive financial effects. She works nationally and internationally with training, organisational development and support of change processes.

Both large and small customers come from all kinds of activities, professional fields and levels, with equal numbers from the private and public sectors. One thing all have in common, however, is the belief in diversity leading to positive results.

Ann-Katrine Roth has previously worked with banking and financial companies and in the public sector, for example the office of the Swedish Equal Opportunities Ombudsman  (Jämställdhetsombudsmannen). She is also linked to the Law Department of Stockholm University, teaching in non-discrimination and equal treatment. The expression “men väljer men” (men choose men) is hers, and she was first out as an equal opportunities consultant (jämställdhetskonsulent). Ann-Katrine has also worked as presenter of the TV programme “Jobba Jämt”, a reality programme on equal opportunities.

She collaborates with other consultants via networks.

Book publications by Ann-katrine Roth are Nya Jämställdhetsboken (Equal Opportunities Up To Date), Norstedts juridik and Mångfaldsboken (Diversity Book), Norstedts juridik.

Do equal opportunities and diversity provide competitive edge?
Increasing numbers of companies and organisations are becoming aware that equal opportunities and diversity involve the development of a strong trademark on the basis of values in which both employees and customers can feel a sense of pride.

What many employers currently realise is that factors such as good working environment, utilisation of each individual’s specific qualities, and awareness of customer’s needs provide the basis for success, influencing both quality and activities to provide positive results.

How might a process be launched?
Working with equal opportunities and diversity means working with change within both organisations and individuals. An important step towards achieving results is an upper management decision on the need for change. The impetus must come from inside companies/organisations, and must be based on real needs for change linked to a plan of action with measurable goals.

Knowledge is essential to all work on change, as is the finding suitable methods for implementation. Four phases can be recognised, whatever the chosen method: survey, analysis, plan of action, evaluation. The recipe for success involves integration of equal opportunities and diversity into the entire activities of an organisation; from business concept to end product!