When we talk about diversity, many people first think about how someone looks or which group they belong to. That is true – and important. But DEIB (Diversity, Equity, Inclusion, Belonging) is much more than that.
It’s also about neurodiversity, mental health, age, life situations, backgrounds, and experiences that aren’t visible on the surface. It’s about all the ways people differ – and all the ways a workplace can either strengthen or limit their opportunities.
At Gofore, our aim is to be a workplace and a community where everyone – regardless of background, identity, or role – can shine as their authentic selves and genuinely feel they belong. Diversity is also a concrete prerequisite for the quality of our work. We build services and solutions for a diverse world. Our customers, their customers, and society at large consist of people with different situations, needs, and experiences. How could we do our best work if our own organisation didn’t reflect that reality?
At the same time, it’s important to remember that alongside our differences, we share many things. Valuing diversity is essential, but so is finding common ground, because trust often grows from that very foundation.
What diversity work means in our daily life
Diversity work is embedded in our everyday structures. Every onboarding includes a dedicated DEIB section and related training, forming part of how we communicate what kind of workplace Gofore is. We also regularly monitor how we are progressing: measuring experiences of belonging and inclusion, psychological safety, and representation in career development. Leadership is a key part of the bigger picture. Through the Leading Diversity and Inclusion theme, our managers receive regular training on current topics, and new managers gain access to these materials right from the start.
The same thinking applies to accessibility. We aim to take accessibility into account in our internal materials and systems as part of our everyday practices. We have our own accessibility team, which has trained, and continues to train, our people on the topic. This is an area where we are constantly learning more.
In addition to our internal efforts, we want to create a wider impact. The Gofore Impact Foundation is our way of supporting initiatives that promote ethical digitalisation and build a better society.
Neurodiversity and mental health have been particularly important themes for us. We have developed practices together with external partners and made the decision to publicly report our mental-health-related sick leaves. We believe transparency is the first step towards better solutions.
Through our Future Talent Partner concept, we support students in their transition to working life by offering networks, training, and real encounters with the professional world while they’re still studying.
Over the past year, our colleagues in the DACH region have also further structured their diversity work as part of their LGBTQIA+ certification process by collecting and reviewing diversity data more systematically. At the same time, they have increased transparency by publishing key data externally.
What the data tells us
Diversity work is continuous learning, structural development, and, above all, human interaction. Still, in many ways, we are proud of where we stand today.
Here are some highlights from our latest data:
- 85% of Goforeans feel they can be their authentic selves at work
- 66% feel they have found a community they belong to, either at Gofore or with our customers
- Our employee survey results show only small differences when analysing background variables related to minority experiences
- 32% of Goforeans are women
- 8% are under 30
- 20% are over 50
- In the latest review period, the average salary of women at Gofore was slightly higher than that of men
85% feeling they can be their authentic selves is a strong foundation, but we want the sense of belonging to reach the same level. And the fact that 8% of our employees are under 30 is a reminder that we need to build genuine pathways into working life for younger people. Learning and development do not end here.
What we have learned from discussions
Last year, we discussed diversity and related experiences on our internal communication platform, Slack. The conversation brought up many valuable insights.
In everyday life, it’s easy to forget that everyone has their own unique experience of the world. Most of us want to act fairly and do the right thing, but it can still be surprisingly hard to understand how differently the same situation can appear to different people.
The challenge in diversity work often lies in the invisible: assumptions, norms, and habits we don’t notice ourselves. That’s why genuine curiosity about others is so important. Taking the time to get to know people, ask questions, and listen before drawing conclusions.
What’s next
As mentioned, our diversity work continues to evolve. Right now, society is discussing issues such as young people’s employment prospects. At the same time, changes brought by AI are creating new uncertainties. Many are wondering what this means for the future of work: what skills will be needed, who will gain new opportunities – and who may risk being left out.
This change doesn’t affect everyone in the same way. For young people, it could mean a more uncertain path into working life if early-career roles change quickly or disappear entirely. For experienced professionals, it may raise concerns about how the skills accumulated over the years adapt to the pace of change.
That’s why this isn’t just about technology, it’s also about inclusion and the distribution of opportunities. These themes connect directly to diversity work: how we ensure that working life remains open and accessible to as many people as possible. These are the questions we want to focus on in the near future.
