{"id":7742,"date":"2021-03-03T07:57:09","date_gmt":"2021-03-03T06:57:09","guid":{"rendered":"https:\/\/www.organisator.ch\/?p=7742"},"modified":"2021-03-03T07:57:09","modified_gmt":"2021-03-03T06:57:09","slug":"geschlechtervielfalt-in-fuehrungspositionen-macht-firmen-widerstandsfaehiger","status":"publish","type":"post","link":"https:\/\/www.organisator.ch\/en\/human-resources\/hrm\/2021-03-03\/geschlechtervielfalt-in-fuehrungspositionen-macht-firmen-widerstandsfaehiger\/","title":{"rendered":"Gender diversity in leadership positions makes companies more resilient"},"content":{"rendered":"
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Companies with higher gender diversity are more resilient even in crises because employees then show more trust. (Image: Pixabay.com)<\/figcaption><\/figure>\n

Companies with greater gender diversity in leadership positions and that also employ more women in high-paying, high-revenue positions create more positive employee experiences. This is shown in a recently published analysis by Towers Watson. Companies with leadership structures that support diversity (e.g., with a chief diversity officer) are perceived by employees as more inclusive, the study found. \"Companies that show a strong commitment to inclusion see a payoff across the entire organization,\" Krisztina Csed\u0151, head of Talents & Rewards at Willis Towers Watson in Switzerland, commented on the finding. \"In the current challenging environment, gender diversity in leadership positions can help companies provide employees with the much-needed experience of trust, support and the ability to have a voice.\"<\/p>\n

Switzerland has some catching up to do in terms of gender diversity<\/strong><\/h2>\n

The study by Willis Towers Watson shows that Switzerland still has some catching up to do in terms of gender diversity. Women are still overrepresented in various areas, such as business support positions. These include, for example, administrative services, HR services or corporate communication. They are underrepresented at executive and manager level, as well as in sales and technical support. This trend is particularly visible in high-tech companies or those in the financial sector.<\/p>\n

\"We are currently conducting a large number of pay equity analyses. In addition, there is an urgent need to review HR processes to eliminate systematic biases against women,\" says Krisztina Csed\u0151. \"For example, women who are hired at a lower salary than men with the same qualifications have great difficulty making up for this difference later.\"<\/p>\n

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Gender distribution by hierarchy (2020 Willis Towers Watson General Industry Compensation Survey - Switzerland).<\/figcaption><\/figure>\n
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Gender Diversity by Function (2020 Willis Towers Watson General Industry Compensation Survey - Switzerland).<\/figcaption><\/figure>\n

Visible industry differences<\/h2>\n

A certain variation in gender distribution by function and by sector can also be seen. While administrative services, HR or communications departments employ a large proportion of women in all industries, marketing in the high-tech sector, data science in the FS sector or finance positions in both the high-tech and FS sectors have an even lower proportion of women than the typical - already low - proportion in other industries.<\/p>\n

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Gender distribution by function and industry (2020 Willis Towers Watson High Tech Industry Compensation Survey - Switzerland).<\/figcaption><\/figure>\n

Gender diversity promotes career development<\/h2>\n

Among the main findings of the global analysis, which also apply to Switzerland:<\/p>\n