In our last sneak peek, we covered our engagement towards the preservation of our planet. But sustainability at Forto is not just about the planet – it is also about people.
With policies on diversity, integrity, and inclusion and work-life flexibility, we see our team as a powerful enabler of systemic change. In this post, we will explore how Forto’s people-first approach is setting new standards.
Building a diverse team
Forto broadened the definition of diversity to include neurodivergence, age, and socio-economic background.
A diversity dashboard is visible to all staff, tracking diverse representation across teams and seniority levels, creating full transparency and awareness on the topic of diversity.
Unconscious bias training is mandatory for all hiring managers.
Fostering gender equity – Backed by metrics, not just words
Forto employs a gender-focused Rooney Rule in interview processes, ensuring diverse candidates are slated for leadership roles.
Some 2024 numbers:
- 36% of leadership roles were held by women (industry norm is 20–22%)
- >1% adjusted gender pay gap
Our initiative “Women at Forto”
“Women at Forto” provided quarterly meetups to share experiences, inspire each other, and advocate for workplace equity.
At our last “Women at Forto” event in March 2025, we asked our colleagues to answer some inspiring questions for us. If you would like to discover what they had to say, make sure to check out the podcast episode.
Facilitating flexible work
Forto offers a flexible working-from-home policy, asking employees to the office only six days per month. Coupled with financial support for different sustainable transportation modes, we ensure employee well-being and enable employees to lower their commuting emissions. All emissions linked to home office days of Forto employees are tracked and included in our emission accounting to ensure full transparency.
Some 2024 numbers:
- 86% of employees either walked, biked, used public transit, or worked from home
- 182 employees received public transit subsidies
- 42 bicycles have been leased through Forto’s program
Mental health, learning, and feedback
To support the mental well-being of employees, Forto is offering access to a mental health app (Nilo Health). Via this app, employees anonymously have access to therapist sessions, self-guided courses, and wellness roundtables. In 2024, 13% of employees made use of this offer.
Ensuring the personal and professional development of employees, Forto started a new Sales Academy to train commercial teams on Forto’s logistics lifecycle. Another initiative called “Code Corner”, an employee-led coding school, taught non-technical employees how to program.
Forto also launched a 360° feedback system, encouraging bottom-up and peer-to-peer reviews. Performance is now assessed not just on results, but also alignment with Forto’s new Operating Principles.
We invest in our people
From fostering a diverse and inclusive workforce to championing work-life flexibility and mental well-being: Our 2024 Sustainability Report highlights how we, as Forto, empower our team to drive systemic change and contribute to a more equitable future. The journey to a truly people-first culture is ongoing, but Forto is dedicated to cultivating an environment where everyone can thrive – one initiative at a time.
Do you want to learn more about how we approach sustainability at Forto? Make sure to check out our dedicated page.
