Gender equality and diversity policy

Swedbank's aim is to set an example on issues involving customer relations, business ethics and responsibility for important social concerns such as gender equality and diversity. This policy applies to Swedbank and it's subsidiaries in Sweden The CEO shall ensure that the competent decision making body in the respective subsidiary establishes rules (policies, instructions and any other advice) in accordance with this policy.

By diversity the bank means that every employee, within his/her own abilities, qualifications and life experiences, is part of the collective diversity. Differences, gender equality and diversity are not goals in and of themselves. Rather, it is the ability to utilize a variety of experiences and competencies that makes diversity a factor in consistently raising profitability and ensuring that the bank remains an attractive employer. Consequently, gender equality and diversity are of strategic importance.

All employees regardless of gender, ethnic background, religion or belief, age, sexual orientation or physical disability should have similar access to duties and career opportunities. Working conditions, salaries, benefits and other employment terms are designed with the aim of providing equal opportunities and making it easier for all employees to combine work, private life and parenthood. Laws and agreements are minimum levels for the bank's gender equality and diversity work.

Gender equality and diversity are an area of knowledge, not a matter of opinion. Knowledge is essential to find the right measures that contribute to gender equality and diversity. To increase equality and take advantage of diversity, any patterns and structures that prevent employees from utilizing their full potential must be altered. The bank's objective is to create groups of people with different experiences and backgrounds and an even distribution of men and women at all levels.

Gender equality and diversity affect all employees and are promoted at all levels of the bank and it.s subsidiaries in Sweden. Every manager has a responsibility to promote goal-oriented gender equality and diversity work, which includes implementing changes, spreading information and conducting continuous follow-ups. Leadership that draws attention to, recognizes, values and utilizes differences and similarities among employees ensures them of greater opportunities to reach their full potential. In this way, the bank can better satisfy customers' various needs and identify new and better business opportunities.

A positive attitude toward gender equality and diversity is integrated in and pervades the day-to-day operations of the entire Swedbank in Sweden. Concrete, measurable goals and measures are formulated in accordance with the bank's codetermination agreement, IDA, and are part of operational planning. Employees are encouraged to get involved in order to create insight, involvement and responsibility for gender equality and diversity.

*IDA means that work and cooperation within Swedbank shall be characterised by Insight, Participation and Responsibility for all employees. IPR is based on an attitude that is shared by the company’s management and the employees’ trade union representatives.