Study on non-legislative initiatives for companies to promote gender ...

Gender equality initiatives 127
The initiatives can also be distinguished according to the aspects of gender equality
they address. The emphasis of a specific aspect or a broader approach has implications
concerning the concrete design of the measure, although, basically, any type of
initiative can be used to address each of the following aspects of gender equality.
Gender equality in general (broad approach)
As gender equality in the labour market is a manifold field with a wide range of different
subthemes many initiatives have chosen a rather broad approach. In these cases, highlighted
enterprises have to be active in different fields and implement a comprehensive
mix of measures. The subthemes mainly pertain to the fields specialised initiatives are
dealing with (see below). The advantages of broad initiatives are that they tackle the
gender discrimination with its different forms and emphasise an approach of complementary
elements. A more general initiative gives enterprises the opportunity of
implementing basic principles to promote gender equality in all relevant fields and
initiating an organisational change. However, a broad approach can also be unfavourable
as the lack of a main focus entails the danger that only superficial measures
are initiated or principles which are common practice are highlighted and rewarded.
Moreover, among the subthemes the ones which are easier to be implemented and are
less controversial often are spotlighted.
Therefore, to avoid only superficial changes in participating enterprises these broad
initiatives often stress specific thematic areas (which also can change over time). This
is also to ensure a continuous progress in the discussion and implementation on the
specific aspects of gender equality.
Reconciliation
The most traditional subtheme of gender equality is the reconciliation of work and
family. As women remain the main responsible for childcare and household, all
measures to reconcile these two areas and to enable women to enter or stay in the
labour market contribute to an increase of women’s employment. Women are given the
possibility not to choose between family and work but to combine them.
Though, the focus on reconciliation holds the danger that family duties remain a female
problem which consolidates the traditional gender roles and can hamper further
developments towards gender equality in all areas. Thus, reconciliation is often seen
more as a necessary precondition to arrive at gender equality rather than a target in
itself. Initiatives emphasising reconciliation will represent an adequate measure in
countries where gender equality is a rather new topic or in combination with other
initiatives emphasising other aspects. Most importantly, initiatives which focus on
reconciliation have to put much effort in addressing both women and men to break
stereotypes and further develop gender roles.
Women in management
Management boards remain a male domain although women have closed the gap with
respect to the levels of qualification. Against the background of a shortage of skills and
the necessity to use the best talents the economic rationality demands a neutral
promotion system which is in contrast to a traditional understanding of gender roles.
Thus, enterprises have to be convinced of the advantages of promoting women in
decision-making positions and women have to be motivated to actively aspire for
management jobs. Several initiatives of different types focus on tackling the vertical