Women are often accused of being the one to blame for earning less and not being promoted- they should negotiate more confidently and sell their services better.
Business seminars, which aim to teach women how to adapt male behavior (copy the men), are booming.
However, in order to benefit from the added value of diversity, this approach is not very effective, since it cements a system created by men, which only permits and rewards certain behaviors.
On the occasion of a customer event organized by P&G and PWC under the slogan „Myths of gender equality in the digital workplace“ DOIT-smart discussed the myth „Women need fixing“ with executives. We are happy to share a summary here.
In order fro women to be equally involved, companies must change their values, processes, culture, structures and behaviors. This also includes the appreciation of qualities that tend to be assigned to the female gender, such as empathy. Even unconscious distortions, f.e. stereotypes, must be made conscious and personnel processes that are affected by them must be changed through behavioral design.
Last but not least, this includes breaking through hierarchies and redefining standards and beliefs.
Participants’ suggestions ranged from evenly distributed, compulsory parental service to the abolition of all requirements on how to work. One of the key issues that emerged, is the need to develop a leadership culture that gives all employees room to contribute.
An example for this is the Round Robin method: The person who leads the meeting asks each person individually for his or her opinion and brings his/her own opinion only in at the end. Because of that, all participants have the opportunity to contribute or say nothing. In such a culture, managers should set an example by making it possible for everyone to reconcile work and family (or hobbies).
As the event was dedicated to the digital workplace, the group chose as the best measure a technology that allows employees to provide continuous feedback on inclusion.
The importance of diversity and equal opportunities is not only topical in socio-political terms, but also increasingly perceived as very important in the world of work.
According to a global study by the Swiss personnel consultancy Egon Zehnder, in which 2500 executives from over 7 country participated, this is particularly important for the younger generation.Two-thirds of the surveyed millennials (born between 1980s-1990s), cite diversity as the most important characteristic in their choice of employer.By comparison, only 51% of the baby boomers, who are gradually leaving the workforce, have the same opinion.
Companies have catching up to do
The problem here is that only about 65% of the participants see the topic of diversity accepted and implemented in their own companies. A similar picture emerges for equal opportunities: 61% state that there are equal career opportunities for all the employees in their company
“For us Millennials, it is no longer a matter of debate, whether diversity and equal opportunities are a „must“ – we take that for granted! I want to receive an appropriate and fair reward in form of absolute equality or better said the same access to success as one of my fellow male students.”
Liv Wiemann, intern at the Teilzeit AG and Millennial
Expectations of how managers should be and behave change
Millennials also place changing demands on leadership competences. They want their bosses to be approachable, value-oriented and visionary and expect personal support and encouragement.
Work Life Balance
Once again it has been proven that work is not everything that matters in life. For the majority of the surveyed people, the healthy balance between work and professional life is crucial.
We are committed to bring forward a better gender diversity in companies on a daily basis. However, measured in terms of the attention paid to the topic by the media, little has changed so far. The female representation in Swiss management is currently 9% (Schillingreport 2019).
Does this problem seem familiar to you? Have you already made various efforts to change, but a numerical success does not yet want to become apparent?
Our consulting modules specialize in the most important „pain points“.
Here is an excerpt of our most popular products.
Gender Diversity as a Business Case
Your management is not yet convinced of the benefits of Diversity & Inclusion? We give you support in the argumentation and embedding of the topic in your HR strategy.
We introduce the management and board of directors to the topic and point out the options for action and consequences of inaction.
Gender Check Job Postings
Ensure that the wording of your job postings is gender neutral – appealing to both men and women.
The way you formulate and design job advertise–ments has a significant impact on the profile of applicants, and whether women apply. Men and women react differently to language, key benefits, job requirements and company culture that are reflected in a job posting. We help you identify cognitive biases in these postings and suggest alternatives so that you become attractive for female talent.
Unconscious Bias Trainings
Understanding unconscious bias is a key element when integrating diversity into an organisation.Our trainings contain the latest empirical research regarding bias and its origin as well as action-oriented measures that can be taken at individual and company level. Whether as a seminar, a lunch-time event, a lecture or for a management offsite, our unconscious bias experts offer you a tailor-made solution.
Men play a vital part in the success of any organisation’s diversity efforts. How to motivate men to participate in diversity, addressing their concern and providing a platform for open discussion are key ingredients of this offering. Based on our long-standing expertise as „Teilzeitmann“, we know how to approach men and to convert them into supporters. The workshops and events are held by our male team members.
Diversity Quick Check
You wish to get an objective review of your current diversity portfolio from an external expert. We review your current measures, assess their impact using the DOIT-smart Staging Model and the 8 DOIT-smart Dimensions and recommend additions where appropriate. The resulting implementation roadmap highlights the most relevant measures for your situation, drawing from a pool of over 100 DOIT-smart solutions and products.
The modules can be combined with each other.
Our team is looking forward to your inquiry and will gladly answer all the questions you may have.
+41 44 500 27 70