When companies raise awareness among their employees…and their future recruits
Awareness begins at an early age. In fact, integrating the notion of gender in education makes it possible to better fight against gender inequalities and gender stereotypes.
This is the case, for example, of Indosuez Wealth Management and Banque de Luxembourg, which have developed support seminars. The goal is to provide women in their companies with the desire and the means to take on responsibilities in their respective structures. The support seminars not only encourage women, but also recognise that they have assets to promote in the company.
In order to promote diversity and equal opportunities, BGL BNP Paribas has launched an internal network called "MixCity". This mixed association open to all levels of hierarchy is dedicated primarily to networking and sharing experiences for better visibility of female talent.
Other example, Raiffeisen has chosen to develop a training for all-line managers to raise awareness on the gender issue. The aim is to promote more women to positions of responsibility and to raise the awareness of hierarchal superiors during promotions and open positions.
From right to left: Young Women Challenge - Deloitte / Boys 'Day Girls' Day - Laboratoires Ketterthill
Gender diversity is a source of innovation and some companies in Luxembourg have understood this well. Ketterthill Laboratories participate in the Boys 'Day / Girls' Day organized by the Ministry of Equal Opportunities, it is within this framework that they welcome young boys who wish to discover this mainly female business sector.
In the same spirit, Deloitte is trying to improve the attractiveness of its business sector to business school students via the Young Women Challenge. This challenge aims to promote gender balance in job applications, help young women to dare to apply for a position with high responsibilities and thus listen to the ideas and approaches of the new generation to evolve their diversity strategy.
Avery Dennison, for its part, wants to focus on career development. The goal is to increase the number of women in positions of responsibility, which is why recruiters must offer a shortlist of half female candidates.
To be read also in the dossier "True to Women?":
