Get Gender On The Agenda

A digital gender tool for managers

Gender is a topic that is hotly debated in a business context. However, especially managers don’t know exactly what they are allowed to do, what they have to do, and, above all, what they should do. The Gender Tool makes them aware that their decisions can enable employees to have the same career opportunities.

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The #GetGenderOnTheAgenda tool builds on scientific findings from gender and organisational research and – in contrast to conventional gender programmes – addresses the crucial role of managers. The content was developed together with gender expert and management consultant Marita Haas.

The Gender Tool offers a solution

It’s the managers’ job to make decisions in such a way that all employees experience a non-discriminatory workplace. In this context, managers have to consider questions such as the following:

  • Where do I have to look, where do I have to intervene?
  • How can I avoid discriminatory behaviour in my team?
  • How do I make gender-sensitive decisions?
  • How can I make good and fair personnel decisions and create a good working atmosphere?
  • What am I overlooking, in cooperation with colleagues or in my team?

What the app teaches managers

Managers learn the most important facts & figures on gender and reflect on their own behaviour with regards to gender equality. Moreover, the app enables them to try out new approaches and ensure gender equality in everyday work.

The Gender Tool dispels old myths and conventional gender beliefs, for instance, that women’s programmes can make a difference. The tool also promotes fair working conditions – regardless of gender.

A gender pay gap of around 14% and a vanishingly small number of female leaders are no longer adequate for 2022. Through interactive scenarios and micro-learning content, managers learn all the important aspects that are needed for them to develop into a gender-sensitive leader.

The moment we start to think about working time models that accommodate different life concepts, employees have the chance to be equally part of decisions and receive a good income. In this way, organisations can contribute to reducing the pension gap or income poverty among women.
Marita Haas