The percentage of women in management in Swiss companies is still deficient. As a result, company management leaves significant economic potential untapped. At the same time, equal opportunities are not guaranteed across the board, and corporate cultures and structures are still geared towards male employment biographies.
Although increased qualification and empowerment of women is sensible and necessary, the proportion of women in leadership positions has nevertheless increased too little so far. The assumption that focussing on women will by itself change the situation falls short. Individual measures enabling women to better reconcile career and family, to increase competencies through mentoring and seminars, and to implement women's networks, etc., are not sufficient. These activities are mostly geared towards women adapting to the circumstances of the companies – often referred to as "fixing the women". This leaves the necessary changes in corporate structure and culture largely ignored.
In the same way, framing gender equality work as a "women's issue" all too often leaves the role of male colleagues, supervisors and employees unaddressed. In order to initiate the necessary organisational change, it is essential to get all employees in the company on board, and especially the – still predominantly male – managers.