Strengthen gender equality in your workplace

Gender Equality Consulting 

We focus on your individual needs. That's why we offer you support on all topics that are relevant to you in terms of gender equality. Our aim is to generate sustainable success for your company.

Click one of the following ten sections to learn more about our specific consulting strategy.

The advantages of our consulting.

We enable you to establish gender equality within your organisation.

360° Service

Within the framework of an intensive consultation & in combination with our tool, we develop a solution for your problems.

Deep Understanding

Based on our tool, we gain insights into gender equality in companies from a wide range of industries.

Time & Cost Saving

We know the fastest way to achieve the goal in a value-creating and cost-efficient manner.


Employees who work for a company with a positive work culture are more satisfied and thus more productive. Factors that contribute to a positive work culture include: open communication, collaborative leadership, honesty, teamwork or valuing ideas & concerns.
A positive culture leads to a reduction in turnover rates, savings in recruiting costs and an increase in long-term planning.
Our service at a glance: the definition of goals for cultural change; analysis of the ACTUAL situation (tool), definition of the TARGET situation, derivation of actions to minimise the delta between ACTUAL and TARGET, initiation and support of the implementation phase, review of successes (tool).


After starting a new family, mothers often stay at home much longer than men. Make sure that your employees can return to work quickly and easily after maternity or parental leave, if desired.
With family-friendly measures in this special phase of life, you ensure that your company retains a motivated and high-performing workforce, optimised corporate culture and higher profitability.
We help you with tailored counselling and qualification offers so that employees can return to work in the best possible way.

Parental leave

Although much has been done in recent years in terms of childcare and the introduction of parental benefits, children remain largely a "women's issue". There are still glaring differences between the working hours and employment rates of fathers and mothers. But does it have to be this way? Does this state of affairs correspond to the wishes of mothers and fathers?
As an employer, you have a responsibility to support mothers and fathers optimally during parental leave. Offer your employees opportunities for an optimal balance between child and family, flexibility in the area of part-time work or individual training.
The needs of employees change with the growing family. We help you identify the needs and develop tailor-made measures to support parents in combining family and work.


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.


You can actively promote empowerment and thus the basic satisfaction of all employees. Female empowerment in particular describes the support of gender equality as well as women reinforcement within the company.
In concrete terms, female empowerment means that companies introduce measures that support the autonomy, development and co-determination of female employees. All employees can thus support each other on their career path and ensure a corporate culture that not only ensures low staff turnover but also increased profitability.
As a company, you can take action in a number of ways, such as accepting or seeking out women's viewpoints, or raising the status of women through education, awareness-raising, literacy and training. There are a range of measures that can be introduced. We will help you find the right ones.

Supervisor relationship

As an employer, you should always be aware that your team leaders not only have more responsibility than your employees. They are also an important voice and a mouthpiece for internal dynamics, potential inequities 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, protecting victims from sexualisation 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 person concerned to react and prevent sexualisation.
There are many internal structures available to help with this: Staff 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 measures related to sexualisation in the workplace.


The gender pay gap, especially in Germany, is still large. Current studies put it at 18 percent. address this gap through the interaction of various actions and sustainably ensure equal distribution of positions and motivating remuneration models.
We actively support companies in closing the gender pay gap and improving subjective perceptions about pay inequalities. In doing so, we use an analysis approach of the ACTUAL situation in combination with targeted consulting in order to achieve the desired TARGET situation.

Working conditions

Reconciling work and family life is still a challenge and a constant companion, especially for women in organisations. But with family-friendly measures, 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 now, measures have included more than just mobile working or part-time models.
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.