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🇨🇭🚨 The new Gender Intelligence Report 2025 (Advance – Gender Equality in Business + University of St.Gallen) is out. It exposes some uncomfortable truths about the Swiss job market: ⚡️Women and men are almost equally represented in non-managerial roles. But at the very first promotion, women are already left behind despite being just as qualified. ⚡️ In sectors like Healthcare, Insurance, Consulting, and Banking, the glass ceiling is solid and systemic. ⚡️ Employees aren’t blind to Diversity, Equity and Inclusion: 61% say DEI really matters. Only 23% believe their employer acts like it does. ⚡️27% of Swiss employees would leave for a fairer employer. That’s a potential CHF 5 billion turnover cost for Swiss companies. The good news is that companies committed to equal pay and equal opportunities win talent, trust, and long-term growth. 👉 The data is clear. The only question is: who’s ready to lead? 🚀 Make your company stand out and earn the "Equal Pay and Opportunities Certification, by EQUAL-SALARY": https://lnkd.in/ez-grY6t 🔗 Read the full report: https://lnkd.in/dPJUJm4Q

Gender Equity: The Real Measure of Workplace Progress In many organizations, we talk about gender equality,but the real goal should be gender equity. Equality gives everyone the same opportunities; equity recognizes that not everyone starts from the same place and ensures fair support to reach the same outcome. For example, Unilever introduced its “Career by Choice” program, offering flexible work options for women returning from career breaks. This small shift in policy created space for talented professionals to rejoin the workforce with confidence,proving that empathy-driven policies can bridge real gaps. Women and gender minorities still face barriers like pay gaps, lack of representation, and unconscious bias. By promoting mentorship, flexible schedules, and transparent growth opportunities, organizations can build spaces where everyone truly thrives. Let’s not just aim for equal treatment—let’s aim for fair opportunity. That’s where true progress begins.

Selecting your gender equality targets doesn’t have to be overwhelming. If you’re not sure where to start - equidi's six-step framework will guide you. Here's the short version: 🟣 Step 1: Know your baseline You can’t fix what you can’t see. Start by analysing your current data. 🟣 Step 2: Align with your business strategy Make sure your equality goals align with your business goals too. 🟣 Step 3: Balance ambition with achievability Stretch targets are great - impossible ones kill momentum. 🟣 Step 4: Check alignment with systems and culture Targets only work if your systems and culture support them. 🟣 Step 5: Engage leaders and employees early Real change happens when people are part of the plan, not passengers. 🟣 Step 6: Make targets visible and keep them alive Put them on dashboards, in meetings, and in your metrics - visibility drives accountability. Want to know which GEIs your organisation should focus on first? 👉 Take our free GEI Diagnostic Survey to get your personalised report. Head to our website to start your journey.

Did you know? When forming a European Works Council (EWC), there’s a clear expectation around gender balance. The law states that parties must aim for at least 40% representation of each gender. And if that balance isn’t possible, workers must be informed of the reasons why. Why does this matter? Because EWCs are not only about cross-border dialogue — they’re also about fairness, inclusion, and ensuring all voices are heard. Representation shapes the way discussions happen, decisions are made, and trust is built at the table. Over the years of interpreting in EWC meetings, I’ve witnessed how having balanced representation truly enriches dialogue. Different perspectives aren’t just “nice to have", they change the conversation. They ensure that outcomes reflect a wider reality of the workforce, not just one segment of it. 👉 A reminder that gender balance isn’t just a compliance box to tick. It’s about creating stronger, more inclusive decision-making across Europe. #EWC #Multilingualmeetings #Inclusion #1nt# #Equality

Opportunity should never be defined by gender. Asif Mohamed reinforces that equal opportunities and equal pay must be non-negotiable in any workplace. With competencies distributed equally across men and women, success should depend on skills, not stereotypes. He argues that once both genders stand on the same playing field, there’s no reason why women should not have access to the same chances as men. It’s a call for fairness rooted not in favor, but in equity. Watch the full conversation on YouTube: https://lnkd.in/eiirwBJc #Bagggel #Equality #Leadership #Opportunities #Equity #Women

The 2025 Gender Intelligence Report is out! For the third year in a row, EFG International has contributed to this leading data set on workplace diversity in Switzerland, compiled by our partners at the Competence Center for Diversity, Disability and Inclusion (CCDI) | Universität St. Gallen and Advance – Gender Equality in Business. This year's edition is based on HR data from more than 90 companies and over 376,000 employees and shines a spotlight on ‘meritocracy’. The findings reveal that while Swiss companies have made progress - with overall representation of women in management positions having increased slightly - there is still important work to be done to close the gaps at senior and executive levels. At EFG, we are committed to fostering diversity and supporting the advancement of women at every stage of their careers as part of our journey toward a more inclusive workplace. This also means continuing to uphold our high standards with regards to inclusive pay practices - with more to come on how we are doing this at EFG! Thank you to our partners for producing this important report and for offering evidence-based recommendations to drive equity: https://lnkd.in/dkECGMcy

We are proud to announce that SStraight Circles is now an official signatory of the UN Women’s Empowerment Principles (WEPs). This is a powerful global initiative by UN Women and the United Nations Global Compact aimed at advancing gender equality and empowering women. As our Founder & CEO, Lavanya Soman - PoSH, Diversity, Equity, Inclusion Enabler, beautifully puts it: “Embracing the UN WEPs isn't just about progress. It’s about our commitment to fostering a workplace where every voice and talent flourishes, ensuring a future where gender equity and empowerment are fundamental cornerstones of our success.” By aligning our holistic DEI solutions with UN WEPs, we aim to: ✔️ Build fair, inclusive workplaces where dignity is upheld. ✔️ Drive innovation and stronger performance through diversity. ✔️ Deliver tailored strategies for inclusive hiring, retention and investor trust. ✔️ Go beyond workplaces, challenging stereotypes and empowering communities. 🤝 Together with UN WEPs, we are shaping workplaces into hubs of equity, innovation and belonging. ✨ Because when principles meet action, equality becomes unstoppable. Lavanya Soman - PoSH, Diversity, Equity, Inclusion Enabler #UNWEPs #SStraightCircles #GenderEquality #DEI #WomenEmpowerment  SStraight Circles Foundation

Our latest Global Health Report, ‘Holding the Line’, reveals a worrying drop in public commitments to gender equality and workplace policies centred on fairness and equity. This trend reflects the current climate where legal, political or financial risks are prompting organisations to withdraw their public commitments to gender equality, diversity, equity and inclusion. But many are continuing the work internally, upholding their core values – and even deepening their commitments to equity and fairness behind the scenes. If your organisation is navigating this shift, we’ve developed two resources to help: 📑Example Policy Repository Now redesigned to be clearer and easier to use, this repository houses dozens of real workplace policies from across the sector. It offers a window into how institutions are designing (or redesigning) their commitments. Use it to benchmark, learn from peers, and drive your own organisational progress. 🗂️Tools for Organisational Change This brand-new toolkit brings together practical, accessible resources designed to support organisations in evaluating, advancing, and communicating their commitments to gender equality, fairness, and equity in the workplace. From self-assessment tools and templates to articles, guides, and real-world examples, these materials are designed for those ready to lead meaningful, gender-just change within their organisations. ➡️Explore the tools and take action now: https://lnkd.in/d5EAjZBZ #Global5050 #HealthEquity #GenderJustice #Accountability #GlobalHealth #GenderEquality #InclusiveLeadership #HealthEquity #DEI #WomenInLeadership #GenderParity #Transparency #WorkplacePolicy

The OEB is proud to be the newest signatory to the #Equalby30 campaign.   Equal by 30 is a global initiative focused on achieving equal pay, equal leadership and equal opportunity for women and other marginalized groups in the global energy sector, by 2030. As Ontario’s independent energy regulator, we’re committed to actively building a sector that reflects the diversity of the province we serve. Advancing gender equality and inclusion isn’t just part of our culture – it’s a strategic priority that drives how we operate. 📊 At the OEB: ·       55% of our workforce identifies as female ·       46% of our leadership team is women ·       61% of staff self-identify as Black, Indigenous or People of Colour This reflects the OEB’s mission to foster a workplace representative of Ontario’s diversity. We’re proud to lead by example as the energy sector transitions to a cleaner, more inclusive future. 🔗 Learn more about Equal by 30: https://www.equalby30.org/ Natural Resources Canada (NRCan)  #Equalby30 #CleanEnergy #OntarioEnergy #EnergyTransition

The latest data shows again that gender equity is good for business yet less than a third of Australian organisations are gender balanced. Here's what you can do if you want to address this in your organisation. 🔲 Set and publish gender equity targets for leadership and hold boards accountable for progress. 🔲 Strengthen pipelines into profit-and-loss and operational leadership roles where women are underrepresented. 🔲 Track resignation patterns and address barriers driving women out of key industries. 🔲 Remove structures that prevent part-time and flexible workers from advancing into senior roles. 🔲 Redesign recruitment and career pathways for men and women in roles traditionally dominated by the other gender. 🔲 Conduct regular gender pay gap analysis and act on the findings to reduce inequities in progression and reward. 🔲 Normalise flexible leadership positions to enable both women and men to lead, while working flexibly. 🔲 Share successful equity strategies across industries to accelerate progress. Bankwest Curtin Economics Centre (BCEC) and Workplace Gender Equality Agency