D&I Online Sessions
Equality at Work: How Structure Matters
In 1871, a women’s right to vote was introduced nationwide throughout Switzerland for the first time. This was an important structural change on the way to equality. Much has changed since then, but there are still institutionalized frameworks that favor traditional gender roles and stereotypes.
«Doing Gender» happens not only on an individual level – but also through structural frameworks.
A concrete example at the corporate level: In German-speaking countries, promotions and hiring for management positions is still very much based on education / expertise and experience. This is to the disadvantage of women, because they are often more involved in care work and childcare and have less experience than men due to part-time work or career breaks.
There is currently no online session.
Moving away from the traditional career means, above all, that we rethink age and all that goes with it. Employees and employers question anchored beliefs and together create new opportunities and structures for an agile career design. Agile means that we find changes normal and have methods to deal with them. Lifelong learning should not be a “buzzword” but firmly anchored in everyday work. This results in a diversity of life paths and careers that we should demand, promote and recognize, regardless of biological age.
In this online session, we clarify the following questions:
- Do we need to question status and career thinking?
- Why is it important to stay mobile in life?
- Why do we need to move away from “hold and manage” in the second half of life?
- How can employers support their employees in an agile career?
Bernadette Höller, Loopings (by Neustarter-Stiftung) deals with career change opportunities in the second half of life as well as the tension between demographic change and digitalization.
Nora Keller, PhD, works as a project manager and postdoctoral researcher at the CCDI. She is largely responsible for qualitative research methods and projects.
This online session was held on 30 September.
Date: 26 Mai 2021
Time: 10.00-11.00 am
The pandemic has once again made it very clear how important our mental health is in addition to our physical health.
What is the connection between mental health and an inclusive corporate culture? What role does the concept of psychological safety play in this? In our online session, we will shed light on these questions and share what companies can do to promote the mental health of their employees and create a psychologically safe environment. Find out why PwC is committed to a sustainable state of mind for its employees and what kind of cultural change it is striving for.
Nicole Kalindaga Haettenschwiler is an Organisational Development Manager at PwC and developed the Well-being Initiative. She will be talking to Patricia Widmer, Programme Director for Diversity and Management Programmes at the University of St. Gallen, about her practical experience with “be well, work well” and the importance of mental health for an inclusive, innovative corporate culture.
Is the way you recruit still up to date? How do you ensure a diverse selection of talent when filling a position internally? Research shows that recruitment processes are highly susceptible to the influence of unconscious biases. As a result, unfair or wrong decisions are repeatedly made during recruiting, which means that companies fail to make optimal use of the diverse potential of their talent pool.
To what extent can digitalization provide a remedy? What happens when education and experience are no longer at the forefront when filling a position? Matthias Bomatter, Leadership & Future of Work Program Manager at Zurich Insurance, talks to Prof. Dr. Gudrun Sander from the Competence Centre for Diversity & Inclusion about how they are reinventing recruitment and creating transparency for employees when it comes to recruitment and internal promotions.
An Online Session with useful tips
Mobile work, virtual meetings, adapted processes. Our future will change. To what extent will traditional employee processes be affected by this change? What are the opportunities and risks of recruiting employees virtually? What does it mean for a leader to assess employees and teams if their work is exclusively done virtually? What are the consequences for promotion processes?
Our online session covered the following:
- Consequences of mobile and virtual work on HR processes
- Where unconscious biases influence behavior and how they be prevented
- The the potential for fair HR processes
- The opportunities and benefits for Diversity & Inclusion
We are happy to support you with strategic implementation in your specific organization. We are looking forward to be in virtual contact with you!
Recording from 7 July 2020 (only available in German)
Gender diversity topics are often categorized as fair-weather programs. When the pressure on the economy and society increases, we are inclined to take care of seemingly more important issues and simultaneously fall back into old patterns – including gender role stereotypes. However, various studies already show the far-reaching consequences of the current crisis from a gender perspective. A careful examination of the different challenges shows the importance of gender diversity aspects for the economy as well as science, and points to the fact that especially leaders play a central role in this.
- Why does Corona lead to an increased burden on women through unpaid care and home-work?
- Why do women experience the economic consequences of the crisis the strongest and what can be done to change this?
- How can it be avoided that diversity and inclusion dropped to the bottom of the priority list for organizations and their leaders respectively?
Recording from June 19, 2020
“Can the Corona Crisis facilitate a breakthrough for flexible work?” When physical presence is no longer possible, managers are obligated to cope with flexible working arrangements. How can virtual teams that are working together flexibly be successfully managed? What opportunities does the current situation hold for the future?
This online session was part of the webinar series “HSG Insights – Management and Leadership Tips in the Corona Crisis”.
Recording from 07 April 2020
“Flight instructor (m/f/diverse)” – is that already inclusive communication? While most companies are aware of gender-sensitive language and have issued guidelines for job advertisements, other relevant areas of inclusive communication are often neglected. For example, how do you communicate with your customers? Or what can you do in team meetings to ensure that everyone feels heard and addressed?
Inclusive language requires reflecting on everyday language (which includes images, symbols, written communication…), consciously seeking new standards and recognizing and avoiding possible stereotypes.
In our online session we combine theory and practice and address the following questions:
- What is the benefit of inclusive language?
- Why is language central for managers in terms of “Living Diversity”?
- How can inclusive communication be implemented in a company?
Recording from 24 March 2020 (only availably in German)
While diversity focuses on valuing differences, inclusion is about fostering a sense of belonging. An inclusive work environment brings many benefits to an organization and helps with managing diversity. To “manage” the challenges and potential benefits of diversity, organizations must create a culture, processes, structures and strategic framework conditions that include all employees.
How is it possible to capture inclusion holistically in an organization? Quantitative methods based on the analysis of human resources data mark an important step in this process. These include analyses along the relevant diversity dimensions. However, quantitative approaches have limitations when aiming to gain a holistic and exhaustive picture of inclusion and the inclusive corporate culture.
- Limitations of diversity
- Benefits of an inclusion culture for companies
- Step-by-step guide to measuring inclusion culture
As of July 2020, the amendment to the Federal Act on Equality between Women and Men obliges all employers with 100 or more employees to provide evidence of equal pay in their company. What does this mean for your organization? What are the common stumbling blocks for companies that may arise when implementing proof of equal pay? How can you interpret the statistical evaluations of the Logib analysis tool provided by the Swiss Confederation?
Prepare yourself for supplying proof of equal pay in your company. We provide clarification on the consequences of the change in federal law, support you with practical tips and help you avoid stumbling blocks. In doing so, we draw on years of experience with wage analyses in Switzerland.
What does an optimal team composition look like? How do you recruit and promote the “right” people? How do you retain your talents? The video provides you with all the tricks on how you as a manager can make better decisions and avoid falling back into old patterns.
The online session took place on 20 June 2018 in the “HSG Spotlight” series. HSG Spotlight is a joint initiative of HSG Alumni and the Executive School of the University of St. Gallen.