Empowering (ALL) Women to Succeed

For this year’s International Women’s Day, we spoke with two of the newest leaders helping shape Aritco: Ida Lindvall, Global Sales and Marketing Director, and Elin Åhrberg, Head of People and Culture. They shared their thoughts on gender equality, workplace culture, and the importance of creating inclusive environments where all women can thrive.

Ida: I joined Aritco almost a year ago as Sales and Marketing Director, and my role is global, which I love. One of the biggest things I’ve worked on since joining is bringing sales and marketing together as one team. Traditionally, they were quite separate, but I see them as two sides of the same coin, both working towards the same goal. Now we make sure we align internally first so that our messaging is clear, and we’re all supporting our partners in the best way possible.

Elin: I’ve been at Aritco for six months as Head of People and Culture, and my focus is on everything from recruitment and leadership development to making sure we have a strong company culture. What really stood out to me when I joined was the people. You can feel the company’s values in how people work together.

Ida: Funny enough, I never planned to go into sales. I actually studied peace and conflict studies and wanted to work for the UN, fighting for equality and helping people. But during my last year at university, I started thinking about where real power for change lies. Businesses have a huge influence on society, and I realized that working within a company could be a way to make a difference.

I started in recruitment, which made sense because I love working with people, and from there, I ended up in sales in the elevator industry. At first, I thought, ‘Oh no, sales isn’t for me. I don’t want to push things people don’t need.’ But I soon saw that sales is really about building relationships, and if the product you’re offering has a purpose and improves lives, then it’s meaningful work.

Elin: I started my career in NGOs, working with women’s rights, tackling issues like trafficking and reproductive health. I also studied gender equality at Stockholm University. Eventually, I moved into HR because I saw how much workplace culture and leadership shape people’s experiences at work. I’ve worked in some very male-dominated industries, and in some cases, it was clear that HR was just seen as an administrative function, not as something that should drive real change.

That’s what drew me to Aritco. Here, HR is valued as a strategic part of the company, and leadership genuinely cares about inclusion and employee well-being.

Ida:  Women in leadership should be empowered to pave the way for others. That means not just opportunities for mentoring women but also advocating for them, ensuring they get the same visibility and opportunities as their male counterparts. Outside of work, I volunteer with an organization that supports young girls struggling with mental health and self-esteem. The challenges they face today – especially with social media – can shape how they show up in their careers later. If we want true gender equality in the workplace, we need to start by supporting young women early on.

At the same time, we need to think about how we’re shaping the next generation of men. We focus on calling out toxic masculinity but don’t do enough to highlight positive male role models. Young men need examples of what healthy, supportive leadership looks like. If companies want to drive real change, they need to create a culture where men are encouraged to champion gender equality, not just as allies but as active participants in building a more inclusive workplace.

Elin: It starts with recruitment and workplace culture. Too often, hiring decisions are based on traditional success markers that don’t account for different life experiences. Women – especially those from marginalized backgrounds – don’t always have the same access to networks or early career opportunities. Companies need to be more intentional about looking beyond standard credentials like prestigious internships and instead focus on skills, potential, and resilience.

At the same time, leadership must actively work to create an environment where women feel valued, heard, and supported in advancing their careers.

Another important factor is flexibility. Flexible work arrangements, fair parental leave policies, and clear paths for career progression are critical. It’s about making sure that women don’t have to choose between professional growth and personal responsibilities.

Ida: Of course. In the early years of my career, I dealt with dismissiveness, casual sexism, and even harassment. I was often expected to do administrative tasks just because I was a woman.

Now, as a leader, I don’t experience that in the same way, but I also know that’s partly because of my position. Women shouldn’t have to reach senior roles just to be treated with respect.

Elin: I’ve been the only woman in a leadership team before, and you definitely feel the difference. Sometimes, no matter how qualified you are, you have to work twice as hard to prove yourself. That’s why leadership culture is everything, it sets the tone for how women are treated in a company.

Ida: What’s special about Aritco is that it actually lives its values. I’ve worked in places where “people-first” was just a slogan, but here, you see it in the everyday culture. Leaders genuinely check in on employees. And if someone seems overwhelmed, support is offered. It’s those small actions that make a real difference.

Elin: The leadership here leads by example, and it makes all the difference. We also have initiatives like volunteer hours, so employees can engage in causes they care about. It’s not just about policies, it’s about how people actually behave in their day-to-day work. The leadership team is 40% women, which isn’t something you see everywhere, and inclusion is a big part of how things are done here.

Ida: Find mentors, build your network, and don’t shrink yourself. Your perspective is valuable.

Elin: Support other women, and don’t wait until you feel 100% ready to go for a leadership role. Men rarely do, and if we wait until we feel completely prepared, we might miss out on opportunities. Also, advocate for work-life balance. It shouldn’t be a trade-off for career success. At the same time, leadership must actively work to create an environment where women feel valued, heard, and supported in advancing their careers (just as men).