Time to replace equipment & systems dependent on 2G/3G

Mobile networks Telecoms
Now is the time to start replacing equipment and systems that rely on 2G or 3G

As TechSverige has previously communicated, the technology shift from the old mobile networks based on 2G/GSM and 3G to the new 4G and 5G networks has begun in Sweden. The Swedish mobile operators have started the closure of 3G and the 2G/GSM networks will probably be closed during 2025. The technology shift is taking place globally and in our neighboring country Norway, for example, the 3G networks are already completely shut down.

The old networks are being closed to make way for new 4G and 5G services that better meet customers' needs. According to operators, the new networks will have the same or better coverage as the previous ones, have higher data rates and security, and be more energy efficient.

Most mobile phones in Sweden already use 4G for both voice and data. According to the regulator, the Swedish Post and Telecom Authority (PTS), in the first half of 2021, only 28% of voice traffic and 2% of data traffic went via 2G or 3G. Even though the networks are not used to any great extent for communication between people, there are still many devices and solutions that depend on the old networks for so-called machine-to-machine communication.

Here are our 5 tips on how to ensure you don't run into problems during the transition:

  1. Take stock of your mobile subscriptions and solutions to see what they are used for and what equipment the SIM cards are in. If you are unsure, contact your supplier and operator.
  2. Evaluate what solutions you need and how you will use them. There are several different technical solutions that can replace the old 2G solutions and you may have a different need today than when they were introduced. Maybe a step in your digitalization and a chance to develop your digital capabilities?
  3. Work out a replacement plan with your suppliers and start work as soon as possible. Although you may not be affected by the lockdown today, there are benefits to the new solutions and you don't risk running out of time. Many companies will be changing their systems at the same time.
  4. Require all new solutions to support 4G/5G or alternative technologies even after 2G/3G networks are closed. Stop selling solutions that will stop working when 2G and 3G networks close. If you are forced to do so for any reason, be clear about the lifetime information and have an upgrade plan ready for your customers.
  5. If your employees or equipment often travel abroad, you should check that your phones, modems, modules and subscriptions support 4G data and voice traffic abroad (VoLTE roaming for voice traffic). Several countries are closing or have already closed their 2G and 3G networks and your phones and equipment will no longer work.

TechSverige works together with many different industry associations, authorities and organizations to spread the message about the technology shift. Our goal is that no one should be unaware of what is happening and that everyone should have the chance to take action in time before the 2G and 3G networks are closed.

If you want to read more, please read our publication here on the website staging.techsverige.se/2020/10/dags-att-forbereda-sverige-for-transition-fran-2g-och-3g

Information about the technology shift is also available on the PTS website www.pts.se/teknikskifte

The day before: The commitment to gender equality - a smokescreen?

There is a lot of talk, on occasion, about drawing a veil these days. To divert attention from what is really going on and has real significance. To hide inconvenient facts with various pronouncements.

Tomorrow is March 8th and International Women's Day, which has been on the UN's list of holidays since 1978 and is an opportunity to draw attention to gender inequality and the situation of women worldwide. Many will do just that tomorrow. Many will also take the opportunity to share and highlight their personal, corporate and organizational commitment to gender equality, diversity and inclusion. Thank you. Successful change - in any area - requires commitment to the issue from senior management. The report confirms this The vision of gender equality (Julia Larsdotter and Matilda Nehlmark 2016), a case study of which employees participate in gender equality work in some of the companies that have participated in the Womentor change program. The authors conclude that a CEO and management that show direction are essential for effective gender equality work. What they also note is that this does not go very far in itself. Those responsible for implementing the gender equality plans and delivering on the goals are middle managers, and this is where the chain often breaks down. Middle managers often lack a clear vision from above, and in most cases the knowledge and incentives to implement the plans, which they tend to interpret as recommendations rather than business goals. They simply do not really know why or how to pursue gender equality, which the report's authors argue may explain why the gender balance in the industry has remained largely unchanged despite a recent surge in commitment to gender equality. The report Women in the Workplace (McKinsey&Company and Lean In) show the same thing: more than 75% of CEOs of 130 selected companies say they include gender equality in their top ten business priorities, but the gender balance in the largest companies does not change. Before you dismiss the US study on that basis - that it's American and we're so much better here in Sweden - do a little test run on your own company using four questions based on the report's findings:
  1. Do your employees (or you) seriously believe that your gender equality plan will do the job?
  2. Are gender equality goals reflected in everyday actions at work?
  3. Do employees in your workplace openly notice when they encounter behavior or language that is sexist or based on prejudices about how men/women are?
  4. Are operational managers supported in implementing the gender equality plan? Incentives? Are managers rewarded and recognized for achieving or approaching gender equality goals?
Can you honestly answer yes to all of them? Congratulations, it seems that your company takes gender equality seriously! Is the answer no to one or more of the questions? Congratulations, you have now identified something concrete to work on to show that your company takes gender equality seriously! I don't think that most of the commitment to gender equality that we'll hear about tomorrow is a smokescreen in the true sense - much of it is probably genuine. But for this commitment to lead to real change, we need more than what most people have done and said so far. It requires those of us who have not yet arrived to follow the companies that have shown the way by daring to look a little closer and dig a little deeper into our own organizations, our culture, our actions. And not least in what we reward in practice, because it is the same as what we really prioritize. It will be a little difficult and a little hard, but just do it. Into the fog now - and dispel it!

Published - Last updated

Related to Mobile networks