Diversity trainings for employees and managers

Female Empowerment

Real Equality Instead of “Children vs. Career”

Austria is a land of tradition. This does not only concern customs but also the distribution of roles in family and work life: Almost every second female Austrian works in a part-time position. Nevertheless, Austria holds the 3rd place in the Eurostat statistics concerning the average working hours on a full-time basis. So, Austrian women are doing two thirds of unpaid work, like child-care or care for elderly or sick relatives. These numbers clearly indicate that there is no trace of real equality concerning job opportunities.

Many organizations wish for more femininity – in management positions as well as strategic thinking. Added to that are compulsory women quotas, which do not solve a fundamental problem: Despite quotas it is the women who adjust to the male dominated frameworks (such as great flexibility instead of time for the family, “masculine” behavior, etc.) that tend to be more successful in their career. So, what can you do to effectively empower women? In this training, you will learn how to promote real equal treatment in your organization instead of perpetuating old habits.

If you want to efficiently promote women, you’ll have to question prevailing career norms in your organization. Who is advancing in their careers? What are the (unspoken) criteria? How is the prevailing notion of career hindering women to apply for management positions?

Efficient empowerment of women also includes empowerment of men: Not only women, but also men are not drawn to top jobs with implied overtime. Active participation in their family lives is becoming more and more important, especially to the younger generation in men. Real equality requires alternative models, management in part-time positions, TopSharing and so on.

A few relevant facts:

47.5 percent of women in Austria worked in part-time jobs in 2018. On average, 31 percent of women work in part-time jobs all over Europe.

Aside from fewer promotion opportunities of part-time workers, this also includes a massive impact on wages. A survey conducted in 2019 shows that women in Austria, 10 years after the birth of their first child, earn 51 percent less than in the year before the birth and that their chances of promotion are decreasing. Most of the time, pay gaps at this point of their careers cannot be counterbalanced anymore.

Women in Austria earn a fifth less gross income than men. Concerning pensions, that amounts to a difference of 43 percent.

Only 4.8 percent of the executive board members of Austria's listed companies are female.

Content

  • Social norms as obstacles in equal treatment
  • Vision: gender-neutral frameworks
  • Recommended actions for gender-neutral recruitment, wage and promotion processes
  • Steps and ways towards effective advancement of women

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