Balanced decision making. Together.
Gender equality in the workplace goes far beyond equal pay. Wage differences often reflect other, more deep-seated inequalities throughout the employment process within an organisation. Based on the leaky pipeline literature, which analyses gender imbalances by increasing hierarchy levels, CORESO offers a comprehensive solution to identify sources of inequality and corrective measures for private and public entities.
Find out how we can support you in analysing gender pay gaps by identifying the causes and the best corrective actions for your organisation. Download here our information guide "Complying with the new legal requirements for gender equality in Switzerland" that explains the context and the application process in a nutshell.
The awareness of professionals is essential to effectively deal with issues within one's organisation, especially when it comes to sensitive issues. It is equally important to properly assess how broad and complex those issues are. In this context, we spoke in alliance with our affiliate Roman Graf at the training programme of the University of Geneva (UNIGE) on equality and the labour market in Switzerland.
The CORESO team virtually facilitated a collective intelligence workshop with the aim of " identifying factors of gender-related inequalities at work and evaluating the feasibility of countermeasures".
Thanks to the engaging participation from group members with different professional backgrounds, most of them from human resources, we had a rich and conclusive exchange. The conclusions of this workshop were shared with the group at the end of the session through a report.
1. Assessment: Study of the organisational dynamics by valuing collaboration with human resources. The aim is to "take a picture" of the current situation of the concerned entity. This is done through statistical analysis and by targeting properly the stakeholders to involve, such as staff from different functions and hierarchical levels.
2. In-depth analysis: Organisation of participatory workshops in combination with previously obtained statistical information to visualise the career paths using the overall dynamics of the system. The aim is to collect greater human and digital input to build a computational model that can quantify the issues at stake, measure both direct and indirect effects and, eventually, identify possible sources of inequality.
3. Decision-making: Proposal of corrective actions through participatory methodologies and what-if analysis using the computational model.