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Gender-fairness certification for companies *** 2. Phase ***

Bringing information about gender-fair working practices into the public domain

What are the Barriers? In Switzerland: 3% of management executives, and 4% of company directors are women. Upon the birth of a child, men have the right to one day of paid leave; women have the right to 16 weeks of paid leave. 57% of women in employment work part time, compared to 12% of men. Who is Affected? The whole of society loses when women are underpaid, undervalued or marginalised in the workplace. But people are mobilising for change. The Frauenstreik and the campaign for paternity leave are just two examples of campaigns which have been launched to promote fairer employment conditions. Our Team: Laura began the first phase of her working life by earning a bachelors degree in physics and working as an actuary. Her second phase was a ten year period as a stay-at-home mother. She is now in her third phase, as a marine biology educator on board expedition ships in the polar regions. Her experiences during these transitions have made her passionate about widening societal expectations of women. Alexandra loves our earth and the people who live on it. She has a masters degree in biology and has more than five years of experience in managing computer science projects, as well as a team of 5-8 developers. She now wants to use her skills to help build a better world. Tanja loves communication and is fascinated by the (still) undiscovered power of the women's community. She has experience in working with disadvantaged groups and has a skillset as content marketer and storyteller. We are looking for someone with a degree in sociology or gender studies, and someone with experience of ratings/labels. Our Plan: In Switzerland, although companies do have a legal obligation to treat men and women equally, statistics show that this is not giving desired outcomes yet, and the pace of change is very slow. One way to influence change for the better is to provide improved information flow to consumers about which companies are working hardest for improved fairness with regard to gender issues. For this, we will need to construct a database, which holds information about various aspects of gender related employment conditions, and combine these to make a gender-fair certification program. An important aspect of this process would also be to give companies feedback on the rating process, how it works and why it is important. In this way we can work with companies to help support them in improving gender fairness in the workplace. Thus, we can build a community which actively supports companies that implement gender-fair policies in the workplace, and in doing so, encourage all companies that this is an issue they need to prioritise urgently. Questions for the Community: What are the most important indicators of gender-fairness, in your opinion? To what extent would you allow purchasing decisions to be influenced by a gender-fairness evaluation?

Resultate des Stakeholder-Mappings

Resultate der Strassenbefragung

Beschreibt bitte eure Persona

Fasst hier euer Onliness Statement zusammen

Fügt bitte ein Bild von eurem Lean Canvas ein

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  1. Laura.Somerville Autor/in des Beitrags

    At this stage, I think a label is the best way. Perhaps with different levels: bronze, silver and gold for example. The reason for this is that it is about encouraging all companies to take steps to improve their working environment. In a ranking system, only one can have first place. However, in an ideal scenario, all companies can achieve gold certification for a gender-fair working environment.