Make a decision that the management and people in leading positions should work actively with gender equality, diversity, and inclusion. They should also act as role models in the organisation.

Make action plans and standards on how you work proactively with equal treatment and non-discrimination.

Adopt measurable goals connected to gender equality, diversity, and inclusion in your governance documents and policies.

Look over the gender balance of your board, management, and staff group. Is it unequal? If so, think about how you can affect and broaden your recruitment.

Bear in mind that not everyone has the same knowledge of gender equality and similar issues.
Try to help each other at work by paying attention to negative attitudes and behaviours, and start changing them together.

Make sure that all co-workers continuously get knowledge and tools for gender equality, diversity, and inclusion. Do not let it stay with just a couple of sessions or some empty words on the noticeboard in the breakroom. Work actively.

Aim to have an inclusive and norm-critical communication, both internally and externally. Choose your words, language, and pictures in a fair way to make more people feel included and represented.

Look over your premises and rooms, both physical and digital. Work for increased accessibility and inclusion for people with different kinds of functional diversity.