By 2025, we will increase the proportion of women to at least 30% in all hierarchical levels and organisational units with the aim of achieving parity by 2030.
Bias detection and elimination: Identify and minimise biases in personnel management and career management (e.g. 'bias challengers' in evaluation committees).
Recruitment partnerships: Work with recruitment agencies that ensure a 50/50 gender balance of applicants.
Inclusive communication: Use gender-neutral job descriptions or job descriptions specifically tailored to women (e.g. Emotions Toolbox) in your job advertisements to present IT sector roles in a way that appeals to everyone and increases the diversity of applications.
Women's networks: Join a network of women in IT professions (e.g. Women in Tech) or establish such a network internally with your employees or externally with people interested in the company.
Supporting training: Support female students through programmes and mentoring schemes at universities.
International collaborations: Form partnerships with educational institutions to attract more women to technical professions.
Scholarships and internships: Offer scholarships and internships specifically for women in technical and leadership positions.
Women's hackathon: Organise dedicated hackathons for women that not only produce new, innovative solutions but also provide opportunities to identify and recruit future talent.
Surveys: Conduct regular employee surveys to identify gaps in equality. Set annual improvement targets for satisfaction rates.
Flexible working models: Implement flexible working hours, part-time arrangements and remote working options to promote work-life balance.
Childcare support: Develop measures to support employees with children, such as on-site childcare.
Equal pay for all: Ensure equal wages for equal qualifications. Compare your pay scales with current market standards.
Awareness campaigns: Highlight the benefits of gender equality and diversity in the industry through themed events (e.g. Children's Future Day) and campaigns, both internally among employees and in external communications.
Regular reporting: Create six-monthly reports on gender distribution and adjust strategies and measures as needed.
Management training: Ensure understanding and implementation of diversity targets through workshops and training.
Formations pour les cadres : soulignez l’importance des objectifs en matière de diversité et assurez leur mise en œuvre par l’organisation d’ateliers et de formations.
Women are significantly under-represented in IT professions. To promote diverse perspectives and innovation, it is essential for IT companies to strive for gender balance. A balanced gender distribution improves the working atmosphere, increases the company's appeal as an employer and contributes to equal opportunities, which strengthens the company's success and social responsibility in the long term.
