Gender Equality Consulting 

Personal priorities have shifted, especially after the pandemic. Just to get a glimpse into the facts - 31% of the workforce in public administration do not have a feeling of belonging at their workplace. This has consequences: studies show that work performance drops by 56% and sick leave increases by 75% when the sense of belonging is small.

What does it take to make employees feel welcomed and belonging? The foundation is modeling diversity, equality and inclusion. Leaders in particular must ensure that everyone has a true opportunity to be heard and seen, to do self-fulfilling work, and to acquire new skills.

What you can expect from us: Analyzing the status quo with our tool, deriving tailored actions, and monitoring your successes.

Although much has been done in recent years for childcare and the introduction of parental benefits, children are still largely a "women's issue". There are still serious differences between the working hours and employment rates of fathers and mothers. But does it have to be this way? Is this the way it should be?

As an employer, you have a responsibility to provide optimal support for mothers and fathers during parental leave and when they return to work. Offer them opportunities for an optimal balance between family and career through flexibility in the area of part-time work or individual training. In this way, you ensure that your company retains a motivated and high-performing workforce, optimized corporate culture and higher profitability.

We help you to identify the needs and develop tailored actions to support employers and employees in balancing family and career.

Employees who work in a company with a positive work culture are more satisfied and therefore more productive. Factors that contribute to a positive work culture include: open communication, collaborative leadership, honesty, teamwork, and valuing ideas and concerns.

A positive culture leads to reduced turnover rates, savings in recruiting costs, and improved long-term workforce planning.

Our service at a glance: Definition of the goals for the culture change; analysis of the ACTUAL situation (tool), definition of the TARGET situation, derivation of actions to minimize the delta between ACTUAL and TARGET, initiation and support of the implementation phase, success control (tool).

Companies that want to grow should above all focus on a good company culture. A big influencing factor is the career prospects of employees. Do you want your employees to be fulfilled in their careers? Do you want to nurture your employees and supervise the right person with the right tasks?

In the companies, the change starts with the human resources managers, who can support female employees in particular through active measures: concrete promotion plans in management positions, creation of individual development plans, mentoring programmes, events or forums for women to exchange experiences. In most cases, the aim is to motivate female employees to confidently contribute their ideas and integrate them into the work environment.

Always remember to maintain open communication. Only when employees are shown the existing development opportunities can they actively demand them. We accompany you in the development, implementation and monitoring of the measures taken.

Feedback meetings are often the most underestimated motivation drivers in organisations. As an employer, you have the opportunity to ensure higher productivity and a better corporate culture through targeted recognition processes.

Studies have shown that employees who feel recognised identify more strongly with the company and therefore change jobs less often - the recognition system therefore has a direct positive effect on company turnover.

Recognition includes not only the appreciation of work, but also the recognition of other achievements, such as the compatibility of family and work or a particularly active effort to move up in the company - regardless of gender.

What you can expect from us: Analysis of the ACTUAL situation with the help of our tool, derivation of measures to recognise your employees, monitoring of successes.

Well-being at work is understood as whether a person's physical, mental and social health are in harmony with each other. This condition not only benefits the workforce, but also the company. Various studies show: with a high level of well-being, motivation & performance increases and sick days and absenteeism decreases.

At the management level, it is often preferred to separate the personal from the professional. However, it is a fact that both aspects are closely connected. As an employer, you can influence this factor. To do this, develop an optimal strategy that answers the following questions: Who specifically do you want to help? What is your goal? What success do you want to achieve?

We will help you to answer these questions as well as emerging aspects of how to improve your employees well-being and how to determine the state of well-being in your company.

As an employer, you should always be aware that your team leaders not only have more responsibility than their colleagues, but are also an important voice and conduit for internal dynamics, potential injustices and dissatisfactions.

Make sure that team leads are trained not only professionally, but also interpersonally, so that they give time and commitment to your mission of gender equality and achieve the goal together.

Team leaders should also have tools to actively identify, address and eliminate inequalities. Let's develop a plan together to create the best possible supervisor relationship in the company.

Unfortunately, the protection of victims against sexualization, discrediting or harassment in the workplace is not taken seriously everywhere. You should establish a sustainable and long-term structure in the company that makes it easy for the affected person to react and prevent such cases.

There are numerous internal structures available to help with this: Employees* have both the right to complain and the duty to be informed and protected. For example, an official complaint must not only be possible, but also anonymous and accessible. Contact us to learn more about actions related to feeling safe at work.

In a well-functioning team, creative impulses are released by diverse employee types. If there is mutual support, all members feel comfortable, which increases motivation in the long term and promotes positive employee loyalty. Supervisors who give their team a certain amount of freedom have to manage less and have more time for other tasks.

Strengthening team cohesion should be seen as an ongoing and active process. Just as individuals evolve, so does the team and the collaboration that goes with it.

For proper teamwork, it is essential to develop social skills in order to act as a homogeneous group. If your goal is to get the best out of the team, we recommend an analysis of the current situation in order to derive teambuilding actions and to achieve the set business goals promising success and to reduce possible problems. We actively support you in this process.

Reconciling work and family life is still a challenge and a constant companion, especially for women in organisations. But with family-friendly actions, you can reach all your employees.

Equal, flexible work sharing has become one of the most important criteria for employees when choosing an employer. For a long time, only mobile forms of work or part-time models were included in the measures.

Job sharing, double-headers and measuring internal gender equality perceptions are just as much a part of modern employers as childcare or flexitime. Let's develop a working time model together that suits everyone.

The term "feedback culture" is often used synonymously with the word "trust culture". The reason for this is that mutual feedback requires openness and trust.

The goal of this is for employees to communicate with each other openly and without fear across hierarchies or departments. This leads to the fact that errors can be eliminated earlier,
a collective learning process takes place and the employees seek new challenges on their own initiative.

Female Lights supports the development of a feedback culture. In addition, we provide managers with training in how to successfully conduct feedback discussions.

Nowadays, it is becoming increasingly difficult to find and recruit suitable employees. But retaining them is of paramount importance. The decisive prerequisite is that space and resources are made available for optimal personal development. If you create the necessary framework conditions, you not only strengthen in-house loyalty, but you also manage to increase satisfaction.

As an employer, it is advisable to establish a program to promote skills and knowledge. Only if the workforce is comprehensively supported from all sides in further training, you are able to add value. Personal development plans, 360° feedback, vision statements or a progress board can help. These measures should be pursued regardless of age, gender or level.

We support you with customized consulting and qualification offers so that your employees can develop in the best possible way.