Select your country or region so that we can show the best information for you.

Continue to United States


Diversity and Inclusivity

This is GoClimates internal Diversity and Inclusivity Policy. It's not perfect, but a start. Please drop us a line if there is anything you think we could improve!


We want to work with diversity and inclusivity because it's the right thing to do, we don’t see any other way. We also believe it will help us contribute to fighting climate change since there is overwhelming evidence that a highly diverse company is statistically more successful than one without a range of different perspectives.

To read more about this check these articles out:


Ensure job ads have an inclusive tone of voice and do not assume anything about the reader. Prioritize diversity and new perspectives as criterias when selecting candidates.

Beyond this we also need to spend time and resources on creating opportunities for BIPOC individuals to get access to training and education through GoClimate (mentorship, trainees etc).

Onboarding process

Include material on inclusivity in the onboarding process.

- All team members to do this course: Climate In Colour

- All team members to take part of the Make Equal presentation (cannot be shared publically due to copyright issues, can only be viewed by team members)

Make sure new employees feel included - align the team before each onboarding.

The new team member’s mentor informs the rest of the team about any specific needs the new team member may have that could be relevant for the team to know about in order to be inclusive and considerate.


When invited to participate in a panel talk or similar, enquire about the diversity perspective. Example on how to phrase the question below - norms to be included may depend on who is asked (i.e. if one of our male team members has been asked, it is key to include the question of gender diversity, if one of us who is white or white passing has been asked we need to make sure to address the race norm etc): "I just wanted to ask if you are including a diverse range of people to speak, in terms of race, age, body type and physical ability? If you could let me know that would be great!"

When selecting partners for any type of collaboration (social media, agencies, etc.) do the research and pick the alternative/s which aligns with our overall inclusivity work and ethos. Whenever working with a shared team diary, international holidays from all relevant religious perspectives should be included - not only Swedish / European / Christian etc.

Do not expect the person who represents a different perspective or norm than you/the situation, to educate or explain their experience to you - show respect by doing your own research.

The number of bank holidays (days off in addition to the agreed number of holiday days) is based on the Swedish calendar, however team members are free to spend these as they find suitable to their religion and culture. All religious holidays are seen as equal and up to each and every individual to take off as they prefer, no further explanation needed.

External communication

When we display pictures of people or our website / social media - they need to reflect the world as a whole and not only our individual point of view. Be conscious about the white gaze and avoid this at all times. Be conscious of intersectionalism - that we belong to more than one social category and that oppression goes deep. This is critical to reach a larger audience and thus making the most possible good for the climate.


Inclusive language. Assume nothing. Do not go by the norm (regarding sexuality, gender identity, origin, socio-economic background, etc). Avoid micro-aggressions - the effect is more important than the intent, respect trumps curiosity. Use the ‘Respect Staircase' principles:

  • Assume that "everyone" is in the room. Instead of talking in terms of "us and them", we create a more inclusive and open-minded environment by assuming that everyone is represented. All variations of sexual orientations, religions, gender identities, ethnicities, physical abilities and so on. "For those who can not take the stairs, there are elevators on the right" vs. "For those of us who take the elevator, it is on the far right" "Those who need to pray during working hours can use this space." vs. "Those of us who pray during working hours can use this space."
  • Remember that we have different prior knowledge and experience of the topics covered, so please show respect. Your experiences affect how you subjectively perceive and interpret your surroundings. Remember to not assume that others share the same experiences as you. We do not know what others can or have experienced before, and always keep an open mind.
  • Think, and interpret each other, with kindness.

Talking about respect and equality can be uncomfortable and is in many cases a sensitive topic. Learning and understanding requires both patience and mutual respect. Allow each other to try your thoughts and be curious about what others want to say, without judgment. It is not always easy to get perfect formulations right away. Please ask: "When you say that, I hear this ... is that what you mean?" "Can you elaborate?"


Define concepts

  • Intersectionality - a term developed by Kimberlé Williams Crenshaw, is an analytical framework for understanding how a person's social and political identities combined create different modes of discrimination and privilege. Examples of these aspects include gender, caste, sex, race, class, sexuality, religion, disability, physical appearance, and height. Everyone fights an individual battle, with different aspects to be considered.
  • Diversity - including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, socio-economic background, etc.
  • Micro-aggressions - everyday insults or derogatory messages directed toward minorities and people of color, often from well-intentioned people who believe they’ve done nothing offensive. Any minority group can experience microaggressions, which may be based on gender, race, ethnicity, nationality, religion, socioeconomic status, or disability. While a microaggression may seem harmless, a lifetime of microaggressions can be quite devastating to a person’s mental health. Communications that subtly exclude, negate or nullify the thoughts, feelings or experiential reality of a person of color. For instance, white people often ask Asian-Americans where they were born, conveying the message that they are perpetual foreigners in their own land. Examples: Color Blindness - Statements that indicate that a White person does not want to acknowledge race - i.e. "I don't see colour" "There is only one race, the human race". Denial of individual racism - “I’m not a racist. I have several Black friends.” “As a woman, I know what you go through as a racial minority.” Statements which assert that race does not play a role in life successes - “I believe the most qualified person should get the job.” “Everyone can succeed in this society, if they work hard enough.” More examples
  • BIPOC - Black, Indigenous, and People of Color.
  • Breaking the norm / non-normative - not based on a norm, such as stereotypical gender, race, religion sexual orientation.

Challenges that we continuously work with:

  • Create a sufficient network when it comes to recruiting with diversity as a key criteria.
  • Is there a clear goal to measure diversity for GoClimate? How can this be measured?
  • How do we collaborate closely with people holding relevant knowledge / network to ensure that our work is at a high standard from an inclusivity perspective?
  • How do we ensure that all types of exclusion or microaggressions are captured and handled within the team? Be brave enough to ruin the mood, if needed!