Gender-inclusive leadership practices are offering male (as well as female and diverse) leaders concrete opportunities for shaping equality in their organisation. Through our research and consulting experience, we have identified four key themes that can be used to drive organizational change:
Effective organizational change towards equal opportunities can be achieved through these leadership practices. They can be implemented by any manager regardless of whether the company has overarching concepts, strategies and measures to promote equality.
We are here to provide support in implementing these gender-inclusive leadership practices in your company.
The poker game of a special kind: Get to know gender-inclusive leadership practices with our Gender-Poker, find out about their current prevalence and acceptance among male managers - as well as the mostly more critical view of women on their colleagues.
To boost the number of women in management roles, it is essential to establish an atmosphere of equality within the organization. By promoting and practicing equality in your interactions with colleagues and staff, you can help to facilitate a shift towards gender parity
As a male manager, it's important to prioritize fairness in the workplace. This means having the courage to stand up for women when they are not being respected. By demanding fairness, you can help foster a culture of respect and appreciation for everyone.
It's also crucial to support and promote women in their career paths. Many women are highly trained and possess strong leadership skills, but may need extra encouragement to take the next step in their careers. This applies to men as well.
One of the main reasons women are underrepresented in leadership positions is because of their caregiving responsibilities. This can also affect men who have caregiving duties. To achieve equality, it's important to facilitate work-life integration for both genders. This means finding ways to balance work and family responsibilities in a way that benefits everyone.