White paper Norm Navigator - ENGLISH : simplebooklet.com

SUMMARY NORM NAVIGATOR - WHITE PAPER Norm Navigator is a digital tool for gender equality and inclusion in the industrial and other sectors. By combining AI and other advanced digital technology with norm-critical analysis and other gender expertise, Norm Navigator oﬀers eﬀective and accurate support in the systematic work of industrial companies and other organizations with gender equality and inclusion. The tool was developed in a project carried out in 2023-2024 in collaboration between Add Gender, Sigma Industry West, Boid and Jolint. The project was funded by Vinnova in the Advanced Digitalisation programme. This white paper summarises the purpose, implementation and results of the project. The project was based on Add Gender's methodology Normplattformen with the ambition to develop this 1approach and identify important levers for gender equality and inclusion in organizations. The project aimed to strengthen the competitiveness and inclusion capacity of Swedish industrial companies. The result of the project is a digital tool called Norm Navigator that can be used to highlight six diﬀerent areas of improvement in gender equality and inclusion in companies and other organizations. It is based on a systems approach where diﬀerent business and operational areas are not treated in isolation from each other, but instead connect several diﬀerent parts of the business. It is also inspired by research showing that a combination of digital and human eﬀorts is often needed to ensure thatdigital support tools for gender equality and inclusion contribute to sustainable results. Based on this, Norm Navigator is designed 2to facilitate a structured and eﬃcient collaboration process between companies and Add Gender's network of certiﬁed Norm Engineers . It functions as a common digital arena where both the company and the Norm 3Engineers have access to the same tools and largely equivalent information, which creates transparency and clarity throughout the process. Overall, the project shows the importance of systematic, knowledge-based and innovative gender equality work, where advanced digital technology in combination with human resources is used as a powerful tool for increased accuracy and eﬃciency. The project has shown positive signs of how AI can be used to promote gender equality and social sustainability in the industrial and other sectors. Our work to inspire and engage norm engineers and other stakeholders to adopt the developed methodology has led to an increased awareness and use of AI in gender equality work. These successes indicate that the project paves the way towards contributing to a more inclusive and gender-equal industry, as well as improving the resilience and competitiveness of companies in the long term. Normingenjör and Normplattformen are registered trademarks of Add Gender - our collaborative way of working means that we are happy to share and be transparent with what we have developed. Therefore, if you would like to refer to something in this white paper, please cite the source. 3 Since 2016, Add Gender has certiﬁed nearly 150 individuals for the role of "Norm Engineer." A Norm Engineer is an expert who works to identify, understand, and inﬂuence norms — the unwritten rules and perceptions that shape behaviors and expectations in organizations and societies. In their role, the Norm Engineer focuses on making visible and reshaping norms that may limit equality, inclusion, and diversity, thereby fostering a more fair and creative work environment. 2 Lindberg 2019 & 2021 1 The Norm Platform is Add Gender's collective experience from 15 years in the industry, packaged into a visual tool where an organization’s entire equality and inclusion eﬀorts are structured into six diﬀerent rooms. The Norm Platform helps companies gain insight into their current situation, see the bigger picture, and understand how and where to prioritize their eﬀorts to achieve their goals. 2

Page 3

Page 4

INTRODUCTION This white paper summarises the purpose, implementation and results of the project. Among other things, we describe gender equality challenges in the Swedish industrial sector, innovative digital tools in gender equality and inclusion, and how the Norm Navigator works based on system analysis and human-AI collaboration. The project focused on highlighting the importance of systematic, knowledge-based and innovative gender equality work in industrial companies - with advanced digital technology as a powerful tool for increased accuracy and eﬃciency. We believe that our results can contribute to driving change in how Swedish companies handle gender equality issues at a strategic level. The tool we developed, Norm Navigator, has the potential to strongly contribute to increased inclusion and competitiveness in the Swedish industrial sector. The full implementation of this tool is expected to have a direct impact on companies' capacity to innovatively and eﬀectively address gender equality as an integral part of their business strategies. PROJECT BACKGROUND Gender equality work can address skills shortages and one-sided recruitment as well as increase innovation capacity, goal fulﬁllment and well-being in the business community at large and the industrial sector speciﬁcally . Research has long shown that gender equality is not only a matter of justice, but also a 4key factor for economic growth, welfare and increased innovation . In terms of innovation, better gender 5balance can lead to more diverse perspectives, which in turn creates a broader product portfolio and greater market potential . However, this potential can only be realised if both women and men are given the 6same opportunities to inﬂuence, participate and lead – hence they need to be employed in equal measure in companies that drive innovation. Inequality is a complex systemic challenge, not an isolated variable. According to the principles of resilience, the challenge consists of interconnected factors, ranging from recruitment to power structures, 7that interact in complex loops. As researcher Donella Meadows points out, system levers are critical: A 8small adjustment can trigger a system-wide change and have a big impact. A full system mapping is necessary to identify and activate these levers, and thus truly promote gender equality through interventions and activities. Success requires broad participation with diﬀerent perspectives. To eﬀectively handle these challenges with a systematic perspective, we gathered a consortium consisting of Add Gender, Jolint, Boid and Sigma Industry West before the start of the project. This was later supplemented with expert roles in the form of Norm Engineers, as well as key people in Swedish industry. Since 2008, Add Gender has investigated, evaluated and promoted gender equality in many sectors of Sweden's working life, by both working with existing methods and developing new methods and tools. Among other things, Add Gender conducted intersectional analyses of 40 industrial companies in central Sweden in 2019 and mapped 19 Swedish energy companies' norm platforms in 2021. Add Gender has 910built on lessons learned from research and groundbreaking projects as well as 16 years of its own change-oriented work in gender equality, digitalization, sustainability and norm criticism - ensuring that multiple perspectives are integrated into the digital tool Norm Navigator. 1111 For example. Lindberg 2021 10 Add Gender's own tool, the Norm Platform, is based on evidence surrounding norm change, norm-critical pedagogy, gender studies, as well as intersectional power analysis, psychology, behavioral science, ethnology, and the logic of social sustainability, linked to anti-discrimination legislation and work environment regulations. 9 Add Gender 2020 8 Meadows 2015 7 Simonsen et al 2015 6 European Commission 2020, GenPORT 2024 5 Hewlett et al 2013, Malmström 2021 4 Abrahamsson 2000, Nordström 2019, Vinnova 2024 4

Page 5

PROJECT IDEA The project's goal was to strengthen the competitiveness, resilience and inclusion of Swedish industrial companies by developing, testing and implementing a new digital tool and methodology that uses advanced digital technology, commitment and experiences from previous gender equality work. We have seen that for industrial companies, it is challenging to maintain a systematic approach, create enthusiasm and commitment to active action in diﬀerent roles and departments, manage both long-term gender equality initiatives and short-term recruitment, and maintain gender equality work under varying business conditions and customer demands . In addition, companies must ensure that work continues regardless 12of leadership changes or political pressure, not limiting themselves to urgent needs such as recruitment and anti-harassment, but also integrating gender equality work into other areas to use it as a powerful driver for long-term gender equality results. Therefore, we wanted to create a digital tool that addresses these challenges. By using Add Gender's previous non-digital mapping method Normplattformen as a basis, we ensure that all the essential parts are included and that all previous experience and lessons learned are implemented in the new tool. The goal has thus not only been to digitize an existing processes, but also to discover new ways to understand, change and improve inclusion and gender equality in ways that were previously unattainable, without access to and the ability to process large amounts of data. PROJECT ACTORS The project was carried out in a consortium with several years of broad expertise in gender studies and norm creativity, as well as interaction design, visual communication, user experience design, AI and front-end development. The project partners consisted of: ● Add Gender is a consulting company in gender equality and inclusion based in Stockholm that engages a network of Norm Engineers comprising over 140 individuals who are certiﬁed in the "Norm Engineer's Approach". ● Sigma Industry West is a consulting company that oﬀers services in all areas of physical and digital product development. The company is part of the Sigma Group, which consists of several consulting companies with the aim of increasing their customers' competitiveness through technical know-how and the development of new and better solutions. Sigma Group operates primarily in Swedish industry but is present in 16 countries. ● Jolint Network Analytics AB is a startup company that develops data-driven methods for inclusion. The company was named one of the winners in Vinnova's "AI for gender equality" hACTathon 2021. Jolint has certiﬁed Norm Engineers in AI and complex systems as well as specialists in organizational communication and Diversity, Equity and Inclusion (DEI). ● Boid AB is a product design studio in Gothenburg, Sweden. With interdisciplinary expertise, Boid analyzes and develops products for industries and academia. With Norm Engineer-certiﬁed employees and broad knowledge of design, technology and human behavior, Boid aims to create more sustainable products and services. The project's consortium involves actors who are all active in the Swedish industrial sector in diﬀerent ways. Add Gender has carried out several analyses and initiatives since 2008, and Sigma Industry has entire business areas directly aimed at Swedish industry. In addition, the project has engaged a reference group that represented a broad target group from the business world, academia and the public sector. The reference group was thoroughly active and participated in several of the project's work packages. The main goal was to test working methods, interface design and usability of the new tool within the respective organizations. The reference group is composed in a way that allows us to cover a plurality of perspectives of Swedish industry, such as large, medium-sized and small companies, as well as diﬀerent parts of Sweden. 12 Add Gender 2020 5

Page 6

GENDER EQUALITY CHALLENGES IN THE SWEDISH INDUSTRIAL SECTOR During 2019-2020, Add Gender conducted an intersectional analysis to strengthen the attractiveness of industrial companies' workplaces, through an improved work environment, broadened recruitment and increased human capital. This project was called "Smart Competence" and was led by Region Östergötland with funding from the European Social Fund (ESF). It involved about 70 industrial companies in East Middle Sweden. Based on the results of this ESF project and complementary study visits, workshops and conversations with key people in Swedish industry in the Norm Navigator project, these gender equality challenges have been identiﬁed in Swedish industrial companies: ● Industry recruitment problems: Many companies ﬁnd it diﬃcult to recruit women, especially for technical and operational roles. Gender-segregated education and a lack of access to educated women are common obstacles. Only 10% of companies have plans to promote gender balance. ● Lack of governance and documentation: Many companies lack the necessary governing documents and strategies to counteract discrimination. Few have plans for active measures despite legal requirements, and many fail to carry out salary surveys. ● Masculinity norms and jargon: Many companies are characterized by a "utility mentality" and masculine norms that exclude minority groups. Problematic jargon and cultures make it diﬃcult to integrate and retain a diverse workforce. ● Recruitment materials and processes: Add Gender found that recruitment ads and company materials often lack inclusive language and speciﬁc measures to attract a wider group of applicants. Ads and recruitment processes are often traditionally masculine and don’t invite diversity. ● Perceived lack of time: There is a perception of not "having time" to work with gender equality and inclusion. As a result, the positive consequences of active inclusion work are forgotten. It can also save money for the business. Or increase innovation, which can provide increased revenue. ● Corporate culture and work environment: Many companies have underdeveloped strategies for improving their social work environment and dealing with harassment. SMEs often lack the resources and incentives to work with active inclusion. ● Social sustainability in the green transition: In the green transition, social sustainability can easily be forgotten in sustainability strategy planning. Environmental and economic sustainability is easier to link to the business idea and is also more in demand and measured. Some companies ﬁnd it diﬃcult to ﬁnd relevant KPIs for social sustainability, despite the fact that Agenda 2030 contains goals such as gender equality, reduced inequality and peaceful and inclusive societies. Based on the results from the ESF project and the Norm Navigator project, the following recommendations have been formulated for continued work on gender equality and inclusion in the Swedish industrial sector: ● Develop policy documents and plans: Establish and implement policies against discrimination and harassment, as well as plans for gender equality and diversity. ● Improve the "Recruitment and Employer Brand" area in the norm platform: Use inclusive language in recruitment materials, and emphasize diversity in advertisements and company presentations. ● Skills development and training: Conduct training and skills development to create an awareness of gender equality, diversity and non-discrimination in management and HR. ● Support and collaboration: Collaborate with public agencies and other companies to improve knowledge and comply with the Discrimination Act. ● Changing norms and cultures:Industrial companies need to change their internal norms and cultures to better attract and retain a diverse workforce. ● Broadened skills supply: Skills supply is an important issue, and since Sweden is a small country, labour immigration often follows when experts are needed. This places demands on companies’ intercultural competence. 6

Page 7

● Social sustainability KPIs: Find relevant social sustainability KPIs and ensure that this dimension of sustainability is not missed in the sustainability report. ● Create psychological safety: Creating psychological safety (a collaborative culture characterized by inclusion, open conversational climate, helpfulness and a learning approach) becomes especially important in environments where unsafe working methods and/or lack of adherence to safety procedures can lead to accidents and personal injuries. By systematizing this work in the digital tool Norm Navigator, companies can strengthen their competitiveness and contribute to a more inclusive labor market, through meeting identiﬁed challenges and following the recommendations for competitiveness and development of the Swedish industrial sector. THE BIGGEST CHALLENGE OF THEM ALL In addition to the challenges and solutions listed above, perhaps the biggest challenge to emerge during this project is how to integrate gender equality and social sustainability throughout the company. An industrial company often consists of several parts: the white-collar department including HR, purchasing, sales and marketing, communication, project management, manufacturing, development and innovation, and sometimes maintenance or service departments. There may also be several geographical locations. In addition to these there are owners and management as well as the management organization. In our experience, diversity and equality work is often organized through a diversity group or ambassadors who have either volunteered or been especially selected as individuals - rather than the group jointly representing the entire company. When it comes to diversity issues, there is often an emphasis on the white-collar side and HR - which is not wrong in principle. But when it comes to operationalizing the Norm Platform's system thinking and integrating social sustainability and gender equality throughout the company, it requires a big leap of thought for the diversity group and management. With the Norm Platform's division into six diﬀerent areas that cover the entire company, the challenge is to transfer and inspire the diversity group, HR and also management to apply this holistic approach. In addition to inspiration and mindset, it needs to be resourced - for example, employees in communication, innovation and manufacturing also need to be able to participate and set aside time for social sustainability, diversity and equality. Both for skills development and for the actual implementation of various measures in the company. For example, in order to incorporate norm-critical innovation in the company’s innovation work, the development and innovation department needs to gain basic competence, have a representative in the diversity group and formulate business-related KPIs. Work that has usually already taken place in, for example, recruitment. This has been one of the project's long-term goals - to inspire and motivate a shift of gender equality work to where it belongs, as a strategic part of the business. This is a natural step for these issues as sustainability reporting becomes integrated into management's responsibilities, but social sustainability is often more complex for an industrial company. For example, recycling, manufacturing processes and social responsibility in purchasing are much easier to "standardize" than the pursuit of gender equality and inclusion in work, teams, innovation processes, marketing and leadership. Working methods need to be a little more dynamic depending on company-speciﬁc challenges that can sometimes be very local and direct, such as, for example, dealing with harassment or an exclusionary or sexist jargon in a speciﬁc team or department. This challenge needs to be addressed in the design and visualization of the entire methodology and is above all a communicative challenge. 7

Page 8

KNOWLEDGE AND WORKING METHODS The knowledge, perspectives and methods that form the basis of the project's implementation and results are described here, in order to further the understanding of the working methods used. THE NORM ENGINEER IS THE FACILITATOR In 2016, Add Gender with partners Pernilla Alexandersson and Jenny Claesson at the helm, realized that the merger of the Swedish Discrimination Act, as well as the implementation of new knowledge such as intersectionality and cognitive bias in Sweden, required new innovative approaches in the company's services. Previously, Add Gender had primarily developed gender equality plans and had gender equality as the main focus in its services. A new innovative role that could capture the full spectrum of equality work and challenges in social sustainability in general was now necessary. Therefore, they founded a network called Normingenjörerna (The Norm Engineers), and created a certiﬁcation training for the Norm Engineer role. A Norm Engineer is a person who is trained to identify, analyze and contribute to changing the norms that aﬀect diﬀerent contexts in society, especially with a focus on inclusion and diversity. The network concept is to create a large competence base of certiﬁed Norm Engineers with diverse professional backgrounds, but a common approach to identifying invisible rules and structures that govern how people behave, work and interact, enabling them to work actively toward creating more inclusive and equal conditions. Through Add Gender's Norm Engineer certiﬁcation, participants learn speciﬁc tools based on research and the UN's Agenda 2030 goals, that enable them to map and rebuild norms. Since 2016, Add Gender has oﬀered the course, including a certiﬁcation exam, every year. Certiﬁcation includes both theory and practical methods for dealing with norms in diﬀerent industries and contexts. Participants also gain access to the continuously expanding network of over 140 certiﬁed Norm Engineers with diverse backgrounds. As a Norm Engineer, you can also be hired as a consultant by Add Gender to map diﬀerent customers' activities and challenges. Since the Norm Engineers come from many diﬀerent backgrounds and experiences, it enables Add Gender to work both cross-sectionally and intersectionally – a uniquely powerful approach to identifying potential levers on a large scale in any system. Becoming a Norm Engineer enables the individual to take strategic responsibility for inclusion and norm-critical analysis in organizations and companies. It is a specialist competence that makes it possible to work with everything from workplace culture and leadership to product development and customer interactions from an inclusion perspective. The strength of this role is not only the strategic and practical working methods, but also the power that lies in being able to motivate both oneself and others to continue working for change even when there is strong resistance. THE NORM PLATFORM IS THE ARENA However, this innovative network of certiﬁed Norm Engineers was not enough for Add Gender. In 2018, we therefore began working on creating a visualization of the arena where the Norm Engineer works and creates the future together with those who need and want to further their development - organizations as well as individuals. The Norm Platform is a methodology used by Norm Engineers to map, analyse and change norms in diﬀerent contexts, often within organisations or societal structures. It serves as a model or structure that helps identify existing norms, how they aﬀect individuals and groups, and what can be done to create more inclusive environments. 8

Page 9

The Norm Platform The Norm Platform focuses on six diﬀerent areas of activity, deﬁned based on Add Gender's many years of experience: 1. TEAMS & LEADERSHIP 2. CUSTOMER INTERACTION & VALUE PROPOSITION 3. COMMUNICATION & MARKETING Mapping of the organization's leaders and their ability to practice and feedback for inclusion as well as the employees' ability to lead themselves for inclusion. What unwritten rules are taken for granted in interactions? This perspective opens up for norm-creative innovations and an inclusive approach to existing and new target groups. Analysis and clariﬁcation of how inclusive communication, which reaches out to both external and internal target groups in a successful way, is possible in your organization. 4. MANAGEMENT & CAPABILITY 5. HIRING & EMPLOYER BRAND 6. FIKA & WELLBEING An overview of your current ability to manage diversity, equality and inclusion and how this can be improved and contribute to the eﬃciency and results of the business. Here we map your ability to retain and attract skilled labour through a quality-assured, inclusive and non-discriminatory recruitment process. A clearer picture of the interactions and jargon that appear in everyday life: at meetings, kick-oﬀs, traditions, gifts and conversations. The goal is a fairer, safer and more inclusive work environment. Through the Norm Platform, Norm Engineers can systematically investigate: ● Which norms prevail – These can come in the form of invisible rules, expectations or cultural patterns that govern behaviors and interactions within a certain context. ● How the norms aﬀect people – Who beneﬁts and who is disadvantaged by the prevailing norms? Here we examine which groups or individuals are marginalized or excluded based on the seven legislated grounds for discrimination in Sweden - but also investigate other groups or areas that may be particularly interesting for the speciﬁc business. ● Activities and strategies for change – Once the norms have been mapped, focus shifts to ﬁnding concrete ways to change them. For example, developing new routines, training initiatives or culture-changing measures within the organization. In Swedish law, such concrete actions are called “active measures” to prevent harassment and discrimination, as well as accessibility work, promotion of equal pay and ability to combine family life and employment. The Norm Engineers are a possible “measure” in themselves. Their skills, specialisation, experience and motivation can give extra impetus to the work with the active measures. Since all Norm Engineers are already certiﬁed in an adapted approach, involving them as experts is easy to recommend and implement in a quality-assured way. ● Collaboration and accurate levers - The Norm Platform is a methodology that is part of the Norm Engineer's training and certiﬁcation. Our customers can, if they wish, have their own employees certify themselves as Norm Engineers – this increases both the level of collaboration with the customer and the accuracy of the Norm Platform's mapping. In this way, the mapping can also enable norm engineers to ﬁnd the right measures that can become levers for increased accuracy of proposed measures. 9

Page 10

Thus, the Norm Platform helps individuals, and perhaps especially the Norm Engineers (whether employed by the customer or hired consultants through Add Gender), to create an understanding of how norms aﬀect workplaces, companies and society at large, and serves as a guide to rebuild these norms so that they become more equitable and inclusive. After testing the Norm Platform in several businesses and seeing its eﬀect on how Norm Engineers were able to contribute to clarifying the system for those who needed to understand it, the time had come to create a more eﬃcient version of the Norm Platform's methodology. Data analysis and AI was taking the working world by storm. The question became: How can the Norm Engineers' approach in combination with the Norm Platform's methodology not only be digitized, but also streamline our understanding of systems and inequalities through collaboration between human and machine? Above all, how can we identify the levers with the greatest possible positive eﬀect on gender equality in, for example, the Swedish industrial sector, by making use of the great opportunities of the new advanced technology? How can AI and data analytics become a "Norm Engineer", a part of the team? Contributing their perspective that complements and hooks into the human Norm Engineers' working methods? In other words, how can we ﬁnd a "home for AI" in the Norm Engineers' work for gender equality and social sustainability? We will expand on this further down. First, let's take a closer look at digital technology and inclusion in general. DIGITAL TECHNOLOGY AS LEVERAGE Digitalisation, AI and new technologies are often referred to in negative terms when we talk about norms, inclusion and gender equality. Algorithms in AI services can reinforce and mirror our existing biases, leading to exclusionary solutions. With the Norm Navigator project, we wanted to highlight another side: the potential of using AI and data to make inequality visible and create a better basis for decision making, as well as provide guidance around which results are produced by which practical gender equality initiatives. Our goal is to present several concrete examples and stimulate a deeper discussion on the topic. Can an AI, for example, be norm-creative? Through AI and data, we strived to ﬁnd initiatives that promote gender equality, engage people and strengthen the Swedish industrial sector by making advanced digital technology more accessible in the form of a digital tool. The project identiﬁed "levers", critical points in the system with a high impact. and our main mission is to identify and actively address these points. Our starting point was the insights and experiences from Add Gender's Norm Platform, Jolint's expertise in data-driven inclusion and Boid's experience in putting research results into practice. Through the process that led to creating the tool, we were able to identify areas where gender inequality is likely to occur and where gender equality has been created, either by chance or through conscious eﬀorts. Small changes in these areas can create signiﬁcant and positive eﬀects for the entire system. SYSTEMS THINKING A central part of our work is to apply a systems approach, where we do not see organizations and their parts in isolation from each other, but instead understand that gender equality is dependent on collaboration between several diﬀerent areas. According to the principles of resilience mentioned earlier, an organization is made up of complex and interconnected factors, from recruitment to power structures, that interact in dynamic and often invisible loops. As researcher Donella Meadows points out, a small adjustment in the right part of the system can trigger big changes and have a system-wide impact. A complete system mapping is therefore crucial to identify these levers and thus be able to create sustainable and long-term changes in gender equality work. In many cases, companies focus on an isolated area in their gender equality eﬀorts, without taking the system into account. For example, a company wants to attract more women, so they focus on improving their job ads and employer brand – but miss that their company culture and leadership do not support an inclusive work environment. 10

Page 11

This might lead to more women applying and being hired, but not staying at the company for long. Or they may miss that the communications department does not have enough evidence-based expertise to create texts, images and other communication that actually reach and attract women to go against stereotypes or traditional career choices. Through our system mapping, we can reveal these hidden problems and show where eﬀorts should be directed – perhaps unexpectedly towards communication or leadership, rather than an HR role in recruitment? By mapping and analysing these collaborative systems, we can link eﬀorts to the areas that really aﬀect gender equality in the organisation. In addition to systems thinking, a unique aspect of our way of working lies in the combination of human expertise and advanced digital technology, where change managers and Norm Engineers from Add Gender's network work together with AI-driven analysis tools. This approach optimizes knowledge dissemination and engagement, enabling long-term, sustainable change both in the industrial and other sectors. COMBINATION OF AI AND NORM CRITICISM In our project, we have utilized the potential of combining AI with norm-critical analysis to strengthen gender equality within organizations. With the help of techniques such as AI, text analysis, Natural Language Processing (NLP) and data mining, we can analyze data in ways that have not previously been possible in norm-critical analyses. Norm Navigator reviews documents and web content to detect biases or exclusionary patterns, and analyzes decision support and policy documents to assess goal achievement and the degree of holistic strategies. For example, Norm Navigator uses AI to analyze images on companies' websites. It can identify, for example, how many men are shown in work situations and how many women are alone or in social contexts. This information visualizes how the company represents gender and roles in its external communication. By changing the imagery, the company can inﬂuence how it is perceived by potential employees and thus create a more inclusive employer proﬁle. Another example is analysis of documents and web content to ﬁnd the company's gender equality goals and assess how clearly these goals are communicated. If the goals are not clear or missing completely, this can be identiﬁed as a lever to improve communication around gender equality. By strengthening how gender equality goals are communicated internally and externally, the company can increase awareness and commitment to these issues within the organization. These AI-generated insights are an important part of our analysis process and serve as a basis for the Norm Engineers' analogue expert assessment. The combination of automated data collection and human expertise enables us to identify areas where small changes can have a big impact on the organization's gender equality work. This is in line with previous research on digital support tools for gender equality and inclusion described in the next section. DIGITAL TOOLS FOR GENDER EQUALITY In recent years, we’ve seen increasing development of innovative digital tools to support gender equality work in organisations and society. Research in this area shows it taking shape in everything from mobile apps to digital training and process support. One example is the Power Up app, which helps the user 13identify and manage suppression techniques. Another example is Richer Business, which guides the user towards gender-equal business models. The research shows that these digital tools often use interactive mechanisms and combined formats to promote gender equality, where the user is actively engaged through guidance, feedback and visualization with everything from animations to ﬁlms, texts, examples and reading tips. One conclusion is that digital tools need to be systematic, innovative and knowledge-based in order to contribute to real and sustainable change. Often, a combination of digital and human eﬀorts is needed to achieve sustainable results. 13 Lindberg 2019 & 2021 11

Page 12

Other existing solutions Many actors are involved in furthering equal skills supply, recruitment and workplace well-being. These vary from employer organisations to providers of speciﬁc services. A closer examination of both digital tools for inclusion and members of the industry organization Diversity Entrepreneurs (Mångfaldsföretagarna), revealed that the existing solutions often focus either on an overall system level (such as policy) or on speciﬁc solutions to address HR-related problems (such as training of managers and employees to promote inclusion or recruitment). We see our solution as something that reaches a level that is rarely addressed. We work on a system level comparable to individual organizations’ business models, to develop a comparative tool for benchmarking in industry. Unlike existing measurements and tools that are often limited to speciﬁc business areas, we strive to systematically promote gender equality, as well as promote innovation and increase revenues – or reduce costs – at the organizational level from a gender perspective. Innovative use of digital tools The research above highlights the importance of digital tools using interactive mechanisms and innovative combinations of diﬀerent formats and methods to promote gender equality. The Norm Navigator project uses exactly this through its early prototype of a digital tool that helps users understand and change existing norms. The tool oﬀers insights through AI and data analysis, which the project has seen as a key factor in really succeeding with social sustainability and the major challenges that exist. Collaboration between people and technology The conclusions above show that successful digital tools often require a combination of digital and human eﬀorts. This is reﬂected in Norm Navigator, which uses the Norm Engineers and AI as a team, including the possibility to extend and adapt the work in the form of workshops, interviews or other human-led activities. All to ensure that the digital solution meets human needs and is adapted to industrial and other needs. In Norm Navigator - both as a project and as a tool - we have consciously combined human expertise with digital technology to create sustainable change in gender equality and inclusion. We have taken our starting point in research to create a collaboration where digital tools and human intervention complement each other, to encourage systematic and sustainable change in gender equality work in the Swedish industrial sector - and beyond. Norm Navigator represents one of the ﬁrst examples of a digital tool for gender equality and inclusion, advancing positions in the ﬁeld through a combination of existing knowledge, proven methods and innovative digitalization. Through this combination, the tool can help users understand and change limiting norms in organizations and society. We are happy and proud that we have found a "home for AI" - where its perspective reinforces beneﬁts for humans both through the end result as well as the process of getting there. 10 POTENTIALS OF THE PROJECT By combining several diﬀerent approaches - such as the Norm Engineers' approach, the Norm Platform's visualization of the system and advanced data analysis - we identify ten diﬀerent potentials created through this project. 1. Inclusive innovation The project builds on previous knowledge and experience of inclusive innovation, i.e. the development of innovative solutions for an equal and equal society. It entails making use of a wider range of actors and 14perspectives in order to identify and change unequal patterns in organizations and society. This makes it 14 Lindberg 2018 & 2020 12

Page 13

easier to understand the causes of these patterns and to assess which solutions have the greatest potential of improving people's living conditions. One form of inclusive innovation is digital support tools for gender equality work, the focus of this project. 2. Innovative use of digital technologies and AI The purpose of this project was to create a new digital tool that uses AI, machine learning, and methods such as Natural Language Processing (NLP) and data mining to analyze data in new ways. This includes detecting hidden biases, exclusionary patterns, and identifying levers for gender equality in the industrial sector – things that were previously not possible to analyze with traditional methods. This a new and innovative type of analysis and insight generation in this context, especially in gender equality work in the industrial sector. 3. Development of new methodology and tools The project did not simply aim to digitize existing processes, but to develop a methodology to better understand and manage systematic gender equality issues. The tool not only digitizes current methods for gender equality mapping, but also oﬀers new ways to identify and work with gender equality in organizations. The methodology is based on an innovative and interdisciplinary approach, which opens up new perspectives and strategies in the ﬁeld. 4. Enables new insights and strategies The project creates opportunities for new insights and strategies by combining human expertise with machine analysis. With the help of AI and advanced data analysis, the project can identify and visualize unequal patterns and hidden opportunities that were previously invisible or diﬃcult to access. However, the human factor is not replaced, it is supplemented and reinforced. This creates an opportunity for companies and organizations to act in a more informed way and work strategically to promote gender equality. In this way, we change how we are able to think about and work with these issues from a broader and holistic perspective. 5. Creation of a scalable tool with wide application The project has the potential to create a scalable tool that can be useful in many diﬀerent organizations and sectors, making it a broader innovation than just a local digitalization. The tool, which today is a Minimum Viable Product (MVP), can become a Software as a Service (SaaS) product, which means that a variety of actors would be able to utilize it to promote systematic gender equality, not just one company. 6. Integration of research and practice The project combines research and proven methods in gender equality work with advanced digital technology, something that to our knowledge has not previously been done in either the Swedish industrial sector or with this project's unique approach. Thus, the project not only makes existing processes more eﬃcient (which is a common goal for digitalization projects), but also creates new ways of applying research-based knowledge in practice. 7. Contributes to long-term changes and new business models By changing the way gender equality issues are handled in industrial companies and integrated into business strategies, the project has the potential to contribute to long-term changes in how companies work and develop in this area. This includes seeing gender equality as a strategic and business-critical issue rather than just a company values issue, which in turn can profoundly aﬀect corporate cultures and business models. 13

Page 14

IMPACT Communication and dissemination of the project's results outside the project participants is crucial, since our whole idea aims to introduce a more systematic approach to gender equality work for many industrial companies. Unlike existing measurement instruments and tools that are often limited to speciﬁc business areas, we strive to systematically promote gender equality, as well as promote innovation and increase revenue at the organizational level. In order to prove the value of working systematically with among other things, gender equal skills supply - and why this is beneﬁcial for individual companies' business models, processes and collaboration between employees - clear communication of successful examples, prototypes, working methods and why this is more eﬀective than doing nothing at all or not working at the system level is crucial. Norm Navigator also enables a stronger connection to Swedish discrimination legislation and an increased understanding of the corporate culture and employer brand in connection with diversity and inclusion. This should be integrated into the company's values and permeate the entire business, which can also help to promote several of the goals set out in the 2030 Agenda, including Goal 5 on gender equality, Goal 8 on decent work, Goal 10 on reduced inequalities, and Goal 17 on partnership to achieve the goals. 14

Page 15

PROJECT EFFORTS A mapping and current situation analysis was carried out as an initial starting point, in parallel with concept development and data analysis. Speciﬁc activities included a traditional (analogue) mapping of the Norm Platform for Sigma Industry West, internal workshops in systems thinking to identify methods, and interviews regarding user experiences. We also experimented with diﬀerent data analysis methods and AI integration, and how these can be optimized with a close collaboration with humans– in this case Add Gender's trained Norm Engineers as analysts. We also engaged an expert group of Norm Engineers and key people within the Swedish industrial sector, and carried out two test beds in the prototype phase. The main focus of the project was to develop a digital tool and an evolved methodology based on data analysis and system understanding of how diﬀerent levers can aﬀect intractable gender inequality problems in an individual company, as well as create norm change and gender equality in an entire sector. We therefore developed a Minimum Viable Product (MVP) of a digital gender equality tool that we tested at the project's participating companies and reference group, to enable future development to Software as a Service (SaaS). Within the project, we also tested, developed and implemented the digital tool with committed change leaders within and outside the Norm Engineers' network. This test phase aimed to investigate how they can use and understand the data to facilitate gender equality work. One result we found early in the project was a lever for improved gender equality by combining the experience of the Norm Engineers with the test bed and advanced AI technology. During the testing phase, we continued to develop and test new methods for data analysis and system understanding, which gradually gave us the opportunity to shape Norm Navigator as an eﬀective digital tool to address gender inequality and create norm changes in industry and other sectors. In parallel, we communicated externally about the project to spread insights about the tool and how and why it should and can be implemented in companies going forward. We have also wanted to highlight challenges and promote dialogue on gender equality, digitalisation, business and social sustainability. To learn about each other's parts and understand both the process and the result, we conducted internal workshops in the consortium, sometimes with external participants from expert and reference groups. The purpose of this internal knowledge-raising work was both to get concrete feedback on diﬀerent parts and to increase understanding between the participating companies. Collaborating with organizations that have such diﬀerent approaches and perspectives has been very beneﬁcial. Here are some concrete examples of this: ● Jolint has given the project participants concrete knowledge and a living example of how AI can support analysis work. In this process, Norm Engineers were encouraged to ask questions to test the quality of the answers. That is, to test whether AI and advanced data analysis are able to highlight nuances that are important in inclusion work. ● Jolint has also explained what types of data can be collected and how systems thinking can be strengthened by the ability to collect and analyze larger amounts of data. This was very useful when comparing what Add Gender and the Norm Engineers usually look at in Norm Platform analyses and how AI and advanced data technology can support the human perspective. ● Boid has supported the project parties in designing and creating a concept and exempliﬁed why the tool looks the way it does. During the course of the project, the project partners have continuously tested parts to see if the users understand how it should be used. Other project members and participants have then had the chance to provide feedback and opinions. ● Add Gender has presented its approach and methods and provided the project with large amounts of methods and data to analyze and create a further developed methodology. 15

Page 16

● Sigma Industry West has served as both a partner in the project's development of the perspective on the Swedish industrial sector as well as how the project's results could create beneﬁts and eﬀects for a company that has very high ambitions for gender equality. ● Our test beds in addition to Sigma have undergone analyses in the MVP and provided valuable feedback for the ﬁnal version of the tool, which was presented at a ﬁnal seminar on November 7, 2024, on site at Sigma Industry West in Gothenburg. This seminar launched the fully usable tool, in the form of an MVP – i.e. a prototype that is fully usable. We have carried out three digital labs within the project: ● Lab 1: The Norm Platform - In this digital workshop, we labbed around the measurement tool that Norm Navigator is based on, Add Gender's innovation the Norm Platform. The Norm Platform gathers lessons learned from research, groundbreaking projects and 15 years of experience in gender equality, digitalization, sustainability and norm criticism. It ensures that several perspectives are integrated into the mapping of norms - everything from business processes to all grounds of discrimination. Add Gender's CEO Pernilla Alexandersson guided the entire project consortium in creating a ﬁctitious Norm Platform - together we looked at where in this mapping process advanced digital technology could create new insights. ● Lab 2: AI and Inclusion – In this digital workshop, we explored how AI can be used as a powerful tool to promote inclusion and equality in the workplace. Jolint's CEO and certiﬁed Norm Engineer Klaudia Mur shared insights into AI's potential to break down exclusionary norms. The participants, who this time consisted of both an expert group and a reference group for the project, were given a preview of the new digital methods and tools being developed within Norm Navigator and gave valuable feedback on how AI can be used to create more inclusive work environments. The workshop gave the participants a deeper understanding of how AI can strengthen their work with norm criticism. ● Lab 3: Norm-Creative Design - This digital workshop focused on how design processes can beneﬁt from a norm-critical perspective. Kalle Ekdahl, certiﬁed Norm Engineer and designer at Boid, shared his experiences in norm creative design and how it can contribute to more inclusive products and services. Participants also had the opportunity to interactively test and give feedback on the tools developed within the project. By applying a norm perspective in design, the participants gained insight into how norm-critical design can create more sustainable and inclusive solutions. Here, in addition to the project's consortium, we also had external guest participants who contributed to the lab. All labs carried out in the project can be repeated in future development work with new test beds, or to help diﬀerent actors increase their knowledge in AI and inclusion, norm-creative design and, of course, systems thinking in gender equality challenges. PROJECT RESULTS Norm Navigator is a tool that helps companies map and improve their inclusion work through a structured, eﬃcient and knowledge-based process. By logging into the platform, companies can upload documents, respond to a checklist, and get an in-depth analysis of their inclusion eﬀorts in six areas: leadership, customer interaction, communication and marketing, organizational governance, recruitment and employer branding, and workplace culture and well-being. The platform serves as a common arena where both the company and the Norm Engineers have access to the same tools and information, which creates transparency and clarity throughout the process. The built-in ability to comment on each other's input also provides a more accurate result. 16

Page 17

STEP BY STEP: 1. Onboarding and document upload: The company logs in to the platform and undergoes an onboarding process that includes basic training on inclusion and norms. They also ﬁll out a checklist about diﬀerent aspects of the company's operations. At the same time, the company uploads relevant documents such as policy documents, basis for decisions and other internal information necessary for the analysis. 2. AI analytics and summaries: AI integration analyzes the uploaded documents and the company's website, including images and texts. The AI automatically generates summaries and insights that provide a basis for further analysis. ● For example, the AI can analyze images on the company's website and count how many people are shown, what gender they are and in which roles they are portrayed. The AI can identify how many men are shown in work situations and how many women are alone or in social contexts. This helps to visualize how the company represents gender and roles in its external communication. ● In addition, the AI can analyze documents and website content to ﬁnd the company's gender equality goals and assess how clearly they are communicated. This provides valuable insights into how well the company succeeds in making its goals for gender equality and inclusion visible. 17

Page 18

3. The Norm Engineers' analysis and action cards: With the help of AI-generated summaries and the completed checklist, the Norm Engineers conduct an in-depth analysis of the company's inclusion and gender equality work. They add speciﬁc action cards that give the company concrete recommendations for improvement. The Norm Engineers' analysis is not only a reinforcement of AI's results, but also provides an expert human assessment of how these insights can be used to change the organization's culture and structures. 4. Reporting and feedback loop: After the Norm Engineers have completed their ﬁrst analysis, a preliminary report is generated and uploaded to the platform. The report includes the company's level of maturity in the six areas of the Norm Platform (leadership, customer interaction, communication, governance, recruitment and work culture) as well as action cards with recommendations for what the company can do to improve its inclusion work. ● In this phase, the analysed organisation's representatives have the opportunity to review the report and provide feedback directly in the tool. This feedback may include comments, questions, or clariﬁcations about the recommendations presented. The Norm Engineers can then ask follow-up questions or ask for additional information to ensure that the analysis is as accurate and context-speciﬁc as possible. 5. Final report and action plan: After the feedback from the company, the Norm Engineers compile a ﬁnal report that is tailored to the company's speciﬁc needs. The report includes both an overall analysis and a concrete action plan with prioritised measures. This helps the company understand where to focus its eﬀorts to create sustainable change and improve its inclusion in the long term. 18

Page 19

6. Implementation and follow-up: The company can then use the action cards provided to gradually implement the proposed changes. Norm Navigator also enables follow-ups, where both the analysed company's representatives and the Norm Engineers can repeatedly log in to see how far the company has come and provide further support or adjustments if needed. IN SUMMARY - RESULTS The project was completed in November 2024 and resulted in the development of an innovative digital tool that has great potential to improve gender equality, inclusion and competitiveness in the Swedish industrial sector as well as other important sectors. The method behind the project was based on an integrated and interdisciplinary approach, where advanced data analysis, AI technology and norm-critical analysis work (the Norm Platform and the Norm Engineers' approach) were combined to create new insights and strategies. ● System mapping and identiﬁcation of leverages: We conducted a system mapping that identiﬁed the key factors that aﬀect gender equality in industrial companies, including how recruitment, power structures and decision-making processes interact and create complex loops. Through this mapping, we were able to identify and activate strategic levers, leading to targeted eﬀorts that more eﬀectively promoted sustainable change. ● Use of AI and digital tools: Through an innovative application of Large Language Models (LLMs), along with other AI technologies such as Natural Language Processing (NLP), text analysis and data mining, our tool enables the analysis of large amounts of data. By reviewing internal documents, web content and other relevant material, the tool can identify bias, exclusion patterns, and evaluate inclusive decision-making processes in a previously unprecedented way. ● Design, development and testing of the tool: The digital tool was designed, developed and tested in collaboration with industrial companies and other organizations, based on Add Gender's existing Norm Platform. Through this test phase, we were able to integrate lessons learned and optimize the tool for maximum functionality and user-friendliness. The tool not only digitized existing gender equality processes but also enabled the discovery of new opportunities for inclusion and improvement, based on data analysis and pattern recognition. ● Implementation and scaling: After successful testing, the tool is now ready to be widely implemented in Swedish industrial companies and other sectors. This will lead to improved strategies for gender equality work, increased commitment and increased eﬃciency in both long-term and short-term initiatives at the companies. The tool also enables quality assurance of companies' gender equality work, which further strengthens their competitiveness and attractiveness. ● Evaluation and adaptation: Continuous evaluation and analysis of data collected through the tool has allowed for real-time adjustments and optimization of eﬀorts. Going forward, we want to reﬁne methods to identify what type of actions have been most successful in diﬀerent organizational contexts and adapt strategies accordingly - to achieve maximum leverage eﬀect. ● Knowledge dissemination and application in new contexts: The insights and experiences generated through the project are disseminated to other technical development projects, decision-makers and organizations during the ﬁnal seminar in November 2024, with an associated handbook and white paper. Going forward, we will work to ensure that the tool is widely used in the industrial and other sectors. The lessons learned can be used to improve accuracy, regulations and other initiatives aimed at promoting gender equality. ● Meeting place for advanced digitalization January 2025: The Norm Navigator project partners are pleased to announce that we are also exhibiting at “Mötesplats Avancerad Digitalisering 2025” a full-day conference that gathers projects and experts to accelerate the industrial sector’s digital and sustainable transition. During the conference, we will share our insights on how digital tools and the expertise of Norm Engineers can drive gender equality work in the industrial sector. 19

Page 20

● The Norm Engineers' Manifesto for AI Human Collaboration: An unexpected and exciting bonus result is that the project has strengthened the collaboration between Jolint and our Norm Engineer network by developing a manifesto for how we as Norm Engineers can use the development of AI to create a more equal and inclusive society. Embracing new advanced technologies and putting them to use for the good of people and our society constitutes a forward-leaning contribution to further development of this technical revolution. CONTINUED DEVELOPMENT After completing the project period, we want to continue to inspire and to develop the tool based on our long-term project goals: ● Within 1-3 years: promote the participating companies and actors as role models for inclusive norm change and gender equality in digital transformation. ● Within 3 years: change the view of gender equality as a "soft issue" and move the issue to the strategic and business-critical level where it belongs. Following the completion of the Norm Navigator project in November 2024, there is a clear opportunity to take the next step and develop the MVP into a ﬁnished commercial digital product. Building a Software as a Service solution (SaaS solution) would make our tools and methods available to a broader range of organizations and industries. In order for Norm Navigator to become a fully functional contributor to a gender-equal industry, further development of the tool is required. This includes a ﬁnal adjustment of the design and concept to ensure that all feedback from the project's test bed is included and that the product reaches a high level of user-friendliness. The system architecture should also be reviewed to ensure that the product can be scaled up to, for example, handle a larger number of users and thus a larger amount of data. In addition, the tool must raise its visual quality to be attractive as a commercial product. The current MVP has been built primarily from a functional perspective. The AI aspects of the tool should be further developed and integrated to elevate the product's distinctive uniqueness and increase commercial viability. This also requires commercial service design eﬀorts, such as marketing, product roadmaps and clear revenue models. To ensure that this transition is successful, it is important that we avoid certain pitfalls and focus on designing and scaling the service strategically. Avoid skeuomorphism One of the biggest risks in the development of Norm Navigator into a SaaS is falling into the trap of skeuomorphism – using new technology only to recreate old ways of working. We must avoid letting our SaaS become just a digital version of traditional norm-critical methods. Instead, we must continue designing the service with AI and digital tools as a central part of the solution, enabling radically new ways of working and insights. 15Invest in an "AI-native" platform Our SaaS should not just be a supporting technology, but a platform that harnesses the full potential of AI. AI can do more than streamline norm mapping and analysis, it can create entirely new insights and interactive processes. By constructing AI agents that work autonomously and analyze data in real time, we can create a dynamic service that helps users - both Norm Engineers and the customer - to understand and how to exert inﬂuence for inclusive norms on a deeper level and make a real diﬀerence in social sustainability work. 15 Strand 2024 20

Page 21

Courage and innovation are required It is easy to create a SaaS that digitizes our current work processes, but to develop a service that really changes the way we work with norm criticism and inclusion requires courage and creativity. We need to think beyond what exists today and dare to challenge our own assumptions about how norm criticism and inclusion work can be conducted in a digital environment. Avoid incremental improvements only It is vitally important that we do not settle for small improvements to existing processes. Our SaaS design process must create real transformation by oﬀering new tools and methodologies that enable users to work with norms in entirely new ways. This requires that we regularly analyse and, if necessary, reformulate how we view norm criticism and inclusion work, and constantly design our service with a future-oriented perspective. Create value through autonomous AI agents and multi-agent systems A potentially powerful step forward is to integrate multi-agent systems into the SaaS platform. By allowing AI agents to work together and communicate to analyze complex norms in diﬀerent contexts, we can oﬀer users deeper insights and solutions. This can lead to a whole new dimension of norm mapping and analysis, which will become one of the SaaS platform's most important strengths. In the development of Norm Navigator into a SaaS, it is crucial to avoid skeuomorphism - to only digitize traditional methods. Instead, we should create an "AI-native" platform that exploits AI's full potential to enable radically new ways of working in norm criticism and inclusion. This requires courage and innovation; We must think beyond existing processes and challenge our assumptions about how norm-critical work can be conducted in a digital environment. Our SaaS should integrate autonomous AI agents for real-time analytics, creating dynamic services for in-depth understanding and change. One possible path could be the implementation of multi-agent systems, where collaborative AI agents can conduct complex norm analysis and oﬀer deeper insights. This can give us a signiﬁcant competitive advantage and create a new dimension of norm mapping. Throughout the development process, we must focus on value creation and transformative change, not just incremental improvements. This means continuously reformulating our view of norm criticism and inclusion work, always with a future-oriented perspective. By consistently designing our service with AI and digital tools as the core, we can create a SaaS platform that truly changes the way organizations work with norm criticism and social sustainability. See reality as it is It's easy to get carried away and avoid seeing the negative aspects when we have a prototype and big dreams. But the truth is that AI solutions and digital tools require energy to function. How can we compensate for the use of resources required? How can we ensure that we do not create (other) sustainability problems in our eﬀorts to streamline sustainability work for the Swedish industrial sector? And how can we be involved in inﬂuencing the type of energy that drives technology? We need to ask ourselves diﬃcult questions like these as well. 21

Page 22

Page 23

___ REFERENCE LIST Abrahamsson, L. (2000). Att återställa ordningen - könsmönster och förändring i arbetsorganisationer. Umeå: Boréa. Add Gender (2020). Slutrapport: Intersektionell insats i ESF-projektet Smart kompetens för industrin i Östra Mellansverige. Stockholm: Add Gender. European Commission (2020). Gendered innovations 2 – How inclusive analysis contributes to research and innovation – Policy review. Brussels: Publications Oﬃce of the European Union. GenPORT (2024). GenPORT. Webbsida hämtad 2024-10-30, https://www.genderportal.eu/. Hewlett, S. A., Marshall, M., Sherbin, L. (2013). How Diversity Can Drive Innovation. Harvard Business Review, 91(12): 30-30. Lindberg, M. (2019). Digitala verktyg för jämställdhet och inkludering. Luleå: Luleå tekniska universitet. Finns här: https://www.ltu.se/inkluderingsverktyg Lindberg, M. (2021). Gemensam utveckling av digitala jämställdhetsverktyg – i samverkan mellan akademi, näringsliv och samhälle. Luleå: Luleå tekniska universitet. Finns här: https://www.ltu.se/inkluderingsverktyg Lindberg, M. (2018). Inkluderande forskning och innovation. Stockholm: Formas. Finns här: https://www.diva-portal.org/smash/get/diva2:1249691/FULLTEXT01.pdf Lindberg, M. (2020). Inkluderande innovation i skärningspunkter – en vägvisare till praktiska insatser. Piteå: Piteå Science Park. Finns här: http://www.diva-portal.se/smash/get/diva2:1433118/FULLTEXT01.pdf. Malmström, M. (2021). Könsfördelning i styrelsesammansättning och företagsprestation över tid. Stockholm: Almi. Meadows, D. H. (2015). Thinking in Systems. White River Junction: Chelsea Green Publishing. Nordström, E. (2019). Jakten på kompetens driver jämställdheten framåt. Stockholm: Svenskt Näringsliv. Simonsen, S. H., Biggs, R., Schlüter, M. m.ﬂ. (2015). Resiliens i praktiken - sju principer som bygger resiliens i social-ekologiska system. Stockholm: Stockholm Resilience Center. Strand, L. (2024). Vi lever bara i den första vågen av AI – här är den andra. Krönika Impact Loop 2024-10-16, https://www.impactloop.se/artikel/ludvig-strand-vi-lever-bara-i-den-forsta-vagen-av-ai-har-ar-den-andra Vinnova (2024). Stärkt fokus på jämställdhet inom Horisont Europa. Webbsida hämtad 2024-10-30, https://www.vinnova.se/m/jamstalld-innovation/starkt-fokus-pa-jamstalldhet-inom-horisont-europa/ 23

White paper Norm Navigator - ENGLISH

Page 1

Page 2