Blog Post

Internationaler Frauentag: Vier Tipps für mehr Diversity und Gender Equality in Ihrem Unternehmen

Cassandra Panzcuk

Talent Operations Coordinator, Cornerstone OnDemand

Viele erfolgreiche Unternehmen zeichnen sich durch ein harmonisches Arbeitsumfeld aus, welches auf jede:n Mitarbeitende:n Rücksicht nimmt. Damit Unternehmen dies erreichen können, sollten sie versuchen die Interessen der Angestellten kennenzulernen, um so bestens auf ebendiese Bedürfnisse eingehen zu können. Darüber steht natürlich grundsätzlich die Gleichbehandlung aller Mitarbeitenden – ganz unabhängig von Geschlecht, sexueller Orientierung, Hautfarbe oder Religion.

Viele Beispiele zeigen, dass diverse Teams organisierter, effizienter und kreativer arbeiten. Gerade am heutigen Weltfrauentag lohnt sich ein Blick auf Deutschland. Die Ungleichbehandlung zwischen Männern und Frauen lässt sich schnell Beziffern: laut Bundesfamilienministerium liegt der bereinigte Gender Pay Gap bei 6 Prozent. Auch die Anzahl der weiblichen Führungskräfte liegt in Deutschland gerade einmal bei rund 30 Prozent und damit 4 Prozent unter EU-Durchschnitt. Dabei ist eigentlich jeder und jedem schnell klar, dass sich die Behandlung unserer Angestellten nicht an ihrem Geschlecht orientieren sollte. Eine konsequente Diversity- und Gleichstellungsstrategie zeigt den Mitarbeitenden nicht nur, dass sie geschätzt werden, sondern auch, dass es das Unternehmen mit der Beseitigung von Diskriminierung wirklich ernst meint. Hierbei kann eine faire Entlohnungspolitik, die sich nicht nach dem Geschlecht der / des Angestellten, sondern nach ihrer / seiner Position und ihrer / seiner Entwicklung im Unternehmen differenziert, ein erster wichtiger Schritt in Richtung Gleichstellung sein.

Setzen Sie auf eine vielfältige – nicht rein männliche – Belegschaft

Zum einen sollten Unternehmen versuchen, mit Ihrer Belegschaft die Gesellschaft abzubilden. Etwas, das rein männliche Teams nicht leisten können. Zum anderen gilt es als nachgewiesen, dass die Anzahl von Frauen innerhalb eines Teams konvergent mit der kollektiven Intelligenz eines Teams verläuft. Dies zeigte die „What Makes a Team Smarter? More Women“-Studie der Harvard Universität bereits im Jahr 2011. Hochqualifizierte Frauen in die Führungsetagen unserer Unternehmen zu befördern, wirkt sich damit nicht nur positiv auf die Außenwirkung des Unternehmens, sondern auch auf den Unternehmenserfolg aus.

Die Herausforderung für Personalabteilungen besteht darin, strategisch mehr Frauen ins Unternehmen zu holen bzw. diese länger im Unternehmen zu halten. Hierdurch könnten die Barrieren der Geschlechterdiskriminierung gebrochen werden. Wir bei Cornerstone unterstützen dies, indem alle am Recruitingprozess beteiligten Personen regelmäßig an unserem „Unconcious Bias“-Training teilnehmen.

Gleichberechtigung aller Mitarbeitenden ist entscheidend

Gleichberechtigung endet dabei jedoch nicht bei der Anpassung der Gehälter. Andere berufliche Aspekte wie Karrierepläne und Beförderungen müssen auf den Prüfstand gestellt werden, um sicherzustellen, dass für Frauen und Männer die gleichen Chancen bestehen. Werden alle Angestellten gleichbehandelt, hilft das dabei ebendiese besser zu motivieren und so das Interesse der Mitarbeitenden am Unternehmenserfolg zu erhöhen.

Gleichgewicht aus Arbeits- und Familienleben

Für Unternehmen muss es zentral sein, die Vereinbarkeit von Beruf und Familie weiter voranzutreiben. Dies kann nachhaltig positiv auf Unternehmenskultur und die Zusammenarbeit der Mitarbeitenden einzahlen. Darüber hinaus sollten Unternehmen darauf achten, keine Verallgemeinerungen über die verschiedenen Geschlechter zu machen. Zeit für die Familie sollte nicht pauschal verteilt werden, sondern individuell von Mitarbeiter:in zu Mitarbeiter:in entschieden werden. Es ist wichtig, dass die Angestellten merken, dass ihr Familienleben auch im Arbeitsumfeld berücksichtigt wird. Etwas was langfristig zur Bindung an das Unternehmen beiträgt. Aus diesem Grund haben wir bei Cornerstone das „Family First Programme“ ins Leben gerufen. Mit diesem unterstützen wir unsere Angestellten bei Familienleben und -Planung.

HR muss Gender Equality sicherstellen

Die Personalabteilung spielt eine wichtige Rolle bei der Verwaltung und Förderung der Geschlechtervielfalt im Unternehmen. Sie müssen dafür sorgen, dass die Motivation und das Engagement der Mitarbeitenden gestärkt werden, was wiederum die Belegschaft insgesamt stärkt und dem gesamten Unternehmen zugutekommt. Dabei ist eine klare Diversity-Strategie sehr zielführend. Etwas, das bei uns im Unternehmen von unserem Chief Diversity Officer Duane La Bom seit 2020 vorangetrieben wird. So schaffen wir es, eine integrativere Kultur aufzubauen und sinnvolle Veränderungen anzustoßen.

Gender Equality ist für Unternehmen längst kein „Nice-to-have“ mehr. Sie unterstützt den Unternehmenserfolg und hilft dabei Ziele schneller und effizienter zu erreichen. Sollten Sie mehr zum Thema Diversity lesen möchten, empfehle ich Ihnen den Blog „Gleichstellung: Wo Frauen schon führen und wie das Unternehmen weiterhilft“. Außerdem möchte ich Ihnen an dieser Stelle gerne den Blog „Weltfrauentag: Wie Unternehmen mehr Gleichberechtigung schaffen können“ ans Herz legen.

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Dear ReWorker: Handling Sexual Harassment in the Workplace?

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Why Starbucks' Unconscious Bias Training Probably Won't Change Much

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