These voluntary, employee-led groups empower individuals, support professional development, and advance diversity and inclusion across the company. It has become increasingly clear that diversity is good for business and for employees. A recent study of more than 4,000 companies found that every 10% increase in gender diversity was associated with a 1-2% increase in revenues.
A study by BCS, the Chartered Institute for IT in the UK, showed that If gender representation in IT were equal to the workforce 'norm' (49%) there would have been an additional 530,000 female IT specialists in the UK. To combat this the UK government has recently announced a task force to address the shortfall, further exemplifying the untapped potential of attracting more women into tech careers.
At Volvo Group, ERGs span a wide range of communities, including multicultural networks, groups for diverse abilities, sexual orientation and identity, early career professionals, and those dedicated to gender diversity and women in leadership. These networks, with the combined membership of thousands, exemplify diversity best practices, bringing people together to showcase the benefits of an inclusive workplace and actively impact both employees and society at large.
Thorsten Ohlenhard Permestam, Head of Diversity & Engagement at Volvo Group, believes ERGs are vital for unlocking better decision-making, faster innovation, and a stronger pipeline for future leaders:
“Our colleagues thrive when they feel seen, heard, and valued. Our ERGs create that space and invite each of us to move from awareness to action. Allyship means listening, showing up, and using our voice and influence to widen the circle. When we do that consistently - across teams, organizational levels, and markets - we turn inclusion into an operating advantage and hold ourselves accountable for results that matter.”
In a similar vein, Mats Sköldberg, Head of Technology at Volvo Construction Equipment, and a sponsor of Women Inclusion Network (WIN) Sweden, believes it’s all about business advantage and fairness:
“I see gender equality as a strategic advantage. It opens the door to broader diversity, which strengthens innovation, decision-making, and collaboration across our organization. For me, this is also about fairness — ensuring that everyone has equal opportunities to grow and develop. By fully embracing all the talents available to us, we build a stronger Volvo and position ourselves as an employer of choice for the future. To sponsor a network like WIN in that context is natural and important to me.”
According to Forbes, companies with above‑average diversity generate about 45% of their revenue from innovation, compared with 26% for companies with below‑average diversity - a 19‑point innovation advantage.
With ERGs in Sweden, France, Germany, Poland, the U.S. and Brazil, Volvo Group is clearly making a statement that diversity matters – regardless of your location. France was amongst the first to rollout an ERG, with their Women Inclusion Network (WIN) starting back in 2012.
WIN is Volvo Group’s largest ERG, with around 3,000 members globally. Its mission is to empower members and engage allies to create an inclusive environment that champions gender equity and supports women in leadership. WIN amplifies women’s voices, provides education, and drives awareness, offering space and a common platform for meaningful change in the workplace and society. Inclusion metrics, such as participation rates and female representation, are tracked to measure the success and impact of WIN’s initiatives.
According to Nils Jaeger, President & Head of Volvo Autonomous Solutions and a sponsor of the WIN Network, the business value of ERGs is undeniable.
“The challenge and opportunity for Volvo Autonomous Solutions are big. We are building on the utopia of self-driving vehicles, be it within confined space like in mining or quarry sites or operating a driverless truck on a public highway for long haul transportation. What we face is one of the most complicated technology problem the world is aiming to address, and it’s so much more than technology; we must have regulation in place, we must have society on board, we must also be able to build the right business model in order to commercialize and to industrialize.”
“To master our challenge, we seek to attract highly talented colleagues, and WIN is an important network for us to leverage female talent. WIN helps us to make our workspace relevant and interesting for females,” he concludes.
WIN and other ERGs have contributed to increased female representation, innovation, and a more inclusive corporate culture at Volvo Group. Their efforts connect directly to the company’s organizational transformation, supporting innovation, sustainability, and social good. Leadership commitment, inclusive leadership, and allyship are essential, with senior leaders sponsoring ERGs and male allies actively taking part to advance gender diversity. Diversity best practices and regular employee feedback ensure these groups remain effective and responsive to the needs of all employees.
Gabriel Augusto Rosa, has been a male ally in WIN for over two years. His primary driver in joining the group as a male ally was understanding. “I joined the WIN Brazil Network as an ally 2 years ago to understand women’s workplace challenges. Since then, I’ve embraced my role, promoting respect and empathy. My aim is to help create a more equitable and fairer workplace.”
With a growing number of male allies, and top leaders taking on roles as network sponsors, Employee Resource Groups are now a cornerstone of Volvo Group’s diversity strategy. ERGs empower employees, foster innovation, and create a workplace where everyone can thrive.
- Caroline Isacsson, WIN Sweden
- Thais Barber, WIN Brazil
- Juliana Ribas, WIN Brazil
- Joyce Menn, member, Women in Engineering, U.S.
- Marcelina Skopek-Szemik, PWC, Poland
Gender diversity in the workplace has seen gradual improvements over the past decade, though significant gaps remain - particularly in leadership roles. Here's a summary of key statistics from McKinsey’s 10th Annual Report on Women in the Workplace:
Volvo Group’s ERGs are voluntary, employee-led groups that foster belonging and drive positive change. Key steps for successful ERGs include:
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