Equality and Diversity Policy

This Equality and Diversity Policy was drawn up by the Board of Directors at a Board meeting held June 18, 2010 and is effective until further notice.

Fouriertransform’s Equality and Diversity Policy clarifies the company’s view on matters concerning equality, equal treatment and discrimination. Having fewer than 25 employees, Fouriertransform is not formally obliged to report an equality plan; wherever applicable, however, Fouriertransform complies with Chapter 3 of the Swedish Discrimination Act (2008:567), Active Measures in Working Life. In the Act the term ‘equality’ refers to equal opportunities and rights in working life regardless of gender, ethnic origin, religion or other belief.

The Equality and Diversity Policy will be available on Fouriertransform’s website.

The company’s business

Fouriertransform AB is a state-owned venture capital company formed in December 2008 for the purpose of investing in and financing enterprises and commercially viable investment and R&D projects within the Swedish automotive cluster. The investments are heavily slanted towards safety and the environment. As an investor Fouriertransform becomes actively involved in the companies, including through positions on the boards of the companies, and projects in which it invests.

Fouriertransform’s own Board of Directors is made up of three women and four men.

Of Fouriertransform’s six employees, one is female and five are male.

Basic objective of the equality work

Fouriertransform’s basic objective is to actively promote the equal rights of women and men in respect of work, employment terms and other working conditions as well as opportunities for professional development. The aim is to have no differences that can be explained by gender as regards professional roles, recruitment, training or levels of remuneration.

Fouriertransform also distances itself from any discrimination in working life on the basis of transgender identity or expression, ethnic origin, religion or other belief, disability, sexual orientation or age. With regard to the company’s resources and operations we shall endeavor to offer working conditions that do not restrict the basic objectives of equality and diversity.

Working conditions

The day-to-day work is carried on from two offices, in Stockholm and Gothenburg. Employees often have a large workload involving a lot of business travel.

Fouriertransform’s aim is to work to achieve a balance between the number of women and men in the company, provided that skills and experience allow this. One way to achieve this is to offer both flexible working hours and the technical facilities for working away from the office.

Gainful employment and parenthood

Fouriertransform shall be a workplace in which employees are able to combine work and family life in a satisfactory way, and where working hours can be arranged to suit this where necessary.

The company shall endeavor to enable all employees, regardless of gender, to be able to take parental leave without this having a negative impact on the workplace. Any organizational obstacles to parental leave shall be avoided. Internal conferences and meetings shall be held during office hours wherever possible. The situation of individual employees shall be taken into account and respected.

Recruitment

Fouriertransform endeavors to achieve diversity and an even gender distribution among its employees. When carrying out recruitment Fouriertransform welcomes applications from the gender that is underrepresented. Presentations of the company as an employer shall make it clear that Fouriertransform is a workplace in which women and men are able to work on equal terms and on equally qualified tasks.

In addition, Fouriertransform will aim to achieve a balance of men and women when appointing employees to board positions in its portfolio companies.

Training and professional development

Professional development shall form part of daily work and shall be supplemented with external training initiatives. Employees and managers share the responsibility for professional development, which shall be relevant and of such extent as to enable the employee to perform his or her duties and feel motivated.

The need for and planning of professional development shall be determined through dialog between managers and employees.

Salaries

Salaries at Fouriertransform are based on expertise, experience and duties within the company. The same principles for remuneration shall apply to all, which means – among other things – that there shall be no discriminatory or other pay differentials without objective grounds. This means, for example, that those on parental leave shall be included in the annual pay review process.