Gender still frequently determines the distribution of resources, tasks or responsibility in an organisation – sometimes more than competence or expertise. Gender identities – male, female, trans* and inter* people – are very diverse. If one gender is clearly underrepresented, the corresponding employees are often unconsciously marginalised or not taken into account – this is called a glass ceiling.
What you can do
- Communicate in such a way that everyone feels they were intended: in a gender-sensitive manner in both internal and external communication.
- Ensure – particularly as regards the gender pay gap – equal pay for equal work.
- Support new role models for men, for instance when fathers take parental leave or would like to work on a part-time basis.
- Make sure that you put together teams with differing genders, and that you do not associate specific tasks with a specific gender.
- Offer part-time models for all genders, including in management positions.
Read more about the "Gender and gender identity" dimension in our link section.