At RFSL, we bring together people with different experiences, identities and skills. Our feminist, anti-racist and norm-critical approach guides both our human rights work and how we work as an employer.

For us, inclusion is about how we treat one another, participation and the conditions people need to do their work. This means listening, recognising barriers and developing our ways of working. Here, we explain what this can mean for you as an applicant or employee.

We use competency-based recruitment, assessing your knowledge, experience and abilities against the requirements of the role. Candidates are anonymised through our recruitment system during the initial screening. Structured questions and assessments help us reduce the influence of preconceptions and irrelevant factors.

We welcome different paths to gaining the skills a role requires. You do not need to be an LGBTQI person to work at RFSL, but you need to be able to work in line with the organisation’s values and mission.

Please contact the person named in the vacancy if you need an adjustment to participate in the recruitment process and demonstrate your skills.

This could include clearer instructions, information about the interview format in advance, breaks or an alternative format. We will discuss your needs and the possible solutions together. You do not need a diagnosis to start that conversation.

At RFSL, your gender identity and gender expression should be respected. This includes respecting one another’s names and pronouns.

We work to recognise and challenge norms that restrict people’s opportunities to be themselves. You decide what you want to share about your identity and private life. Working for LGBTQI rights does not mean you have to disclose your own personal experiences.

People need different conditions to work effectively and feel well. Our induction materials include an optional checklist to help identify and communicate workplace support needs. You can use it with or without a formal diagnosis of a neurodevelopmental condition, such as ADHD or autism.

Where needed, employees and managers can also develop an individual support and clarity plan together. This can clarify tasks, expectations, communication and follow-up. The plan supports a manageable working day and sustainable ways of working.

Language requirements vary between roles and are specified in each vacancy. For employees who need to develop their Swedish, we offer opportunities for language training, with financial support and participation during working hours, by agreement.

We also have experience of initiating work permit applications and handling practical migration matters related to employment. If this is relevant to you, we will discuss the requirements and possibilities during recruitment.

Our feminist, anti-racist and norm-critical approach means examining how norms and power affect how people are treated, their opportunities and their participation. This also applies within our own organisation.

We want to make room for different perspectives and enable people to ask questions, raise barriers and contribute to change. Inclusion is an ongoing commitment that requires responsibility, dialogue and follow-up.

Have questions before applying? Contact the person named in the vacancy. You can also read about how our recruitment process works.