Gender-inclusive leadership practices offer (male) leaders concrete opportunities for action to shape equality.
Based on our research findings and consulting experience, we have grouped these into the following four topic areas that can develop the greatest effectiveness toward equal-opportunity organizational change:
Each individual manager can take action here and apply these leadership practices - regardless of whether the company has overarching concepts, strategies and measures to promote equality.
We would be happy to support you in implementing and applying these gender-inclusive leadership practices in your company (Link Consulting GIFPs?).
In order to increase the proportion of women in management positions, it is crucial to change the gender equality culture in the company. If you position yourself for equality and communicate and act accordingly to colleagues and employees, you contribute to a change.
Male managers in Swiss companies are committed to equality for reasons of fairness, among other things. This means showing courage in everyday management and work when women are not respected. When you demand fairness, you contribute to a respectful and appreciative corporate culture.
Today, women are often very well trained for management positions and have both specialist and leadership skills. In order to take the step into a management position or the next management level, both women and men see it as sensible to continue to encourage and support them in this process.
A central reason for the underrepresentation of women in leadership positions continues to be their primary responsibility for so-called care work. This has an impact on their employment and career development - which also applies to men with care responsibilities. Facilitating work-life integration for both women and men is therefore essential to achieving equality.
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