… measures in companies do not tend to be assessed from a gender perspective, and are not always linked to specific gender-equality objectives. This is particularly the case when …
… the initiatives undertaken because of strategic long-term equality and diversity objectives? The implementation of … In order to attract more women, companies must also remove gender stereotypes and unconscious bias from their … communication materials.(Please see EIGE’s publication ‘Gender-sensitive communication’ for guidance on how to make …
… The benefits of genderequality and work-life balance measures are reaped by both … different groups. This is crucial to avoid financial gender-based discrimination or gender-unequal access to …
… automation and digitalisation, as well as the degree of gender-equality engagement in the company. The uptake of parental … of parental leave. They are even less likely to collect gender-segregated data. The daunting task of collecting and …
… The implementation plan should be based on a preliminary gender analysis in order to provide a baseline for measuring the company’s progress on improving genderequality. A gender analysis will identify existing …
… in the ICT sector can boost equal opportunities and gender-equality through human-resource management to attract and … example high staff turnover and absenteeism. The idea that gender diversity spurs innovation, enhances performance and …
… of graduates from tertiary education . Redressing the gender imbalance in the ICT sector would also be a good … female sectors. This would help reduce the persistent gender-based pay gap across the EU, which is a product of … the part of women that are the greatest barriers to genderequality in ICT. These are some of the biggest reasons behind …
… builds on 20 key principles, many of which are relevant to genderequality and work-life balance in employment. One of the … to work–life balance measures and the employment of women. GenderequalityEquality of treatment and opportunity between …